Performance goal in the company If you re an executive or officer of a company, part of your responsibilities will include setting performance goals. This work can be trickier than you might think because this would entail setting a performance for the company that the employees will accept as their own. They have folded just a few years ago, with their officials facing imprisonment for fraud. A hundred theories have been presented trying to explain why such situations happened, but, hey, if you base everything on rhetoric, then you really wouldn't get anywhere. Go for something that is tangible and concrete. Try to set performance goals that are achievable and feasible. Many people fall on the mistake of setting outcome goals that they have really no control over. Performance goals are goals, which can be achieved by sheer determination and action. Outcome goals are usually situations or state of being that sometimes are out of control. Harmonizing the company's goal with the career and professional goals of the company employees can be immensely beneficial. This will allow people to be more open, conscientious, thus developing the environment into a more conducive place for professional growth. This last point is very important because it drives the point against those that advocate individualistic professional goal setting. Say, for example, you have decided to prioritize your personal growth and you have set a goal for this. What you will need is a procedure in which you can monitor each step of the goal so as to make the necessary revisions. And since goal setting is never done to isolate yourself from the rest, make it a habit to surround yourself with people that share your vision. If you ll notice, ATTAINABLE is closely related with being specific and measurable. Any goal that is not measurable and specific can never be attained. How would you know that your goals are attainable? Easy. If the financial component of your project, plan, or goal, is larger than the source of your finance, then there is problem.