Specific Employee goals need to be specific so the employees would know the definite and specific activities that need to be accomplished. For example, if a manager tells an employee improve client satisfaction, the employee would still feel a little confused because the order is still broad and too general. In actual planning or goal setting, the people involved, the places concerned, financial needs, reasons, objectives, and all other stuff needed in any planning should be specific. If, for example, a person is entrusted to carry out a particular job for the whole company, that person should be named, not only the department she or he represents. Perhaps it's time to go back to school for another degree, or engage in any thought provoking activities. 6. Family. What is your idea of a family? Getting married, having and raising kids? When? How? 7. Social involvement. Perhaps you want to help achieve something that would make the world a better place? Classify your goals. Most probably, you really have one goal. But since you're only one of the more than six billion souls inhabiting this planet, you will need to have several goals to help you achieve your ultimate goal. Thus, you will need to classify these several goals into (a) goals that will lead directly to the final goal, and (b) goals that will help in beating the odds that prevent you from realizing your final goal. Make a time table so no deadlines, appointments or important dates would be forgotten or missed out. That could be a great start up to effective time management. Assess yourself during goal setting. Humbly and honestly determine your skills, talents, competency and capacity to carry out your desired outcome or goals. Without a clear-cut personal goal, you will feel adrift in an endless sea, undecided on what to do with your talents and other gifts. Personal goal is one discipline of study under the goal setting theory. Or perhaps the problem is outside the personal milieu. Maybe you're having trouble in assessing the growth of your company.