Set A, B and C goals for your employees’ performance expectations.
C goals are Comfortable. It doesn’t take much to achieve them. B goals are Believable. They take some extra work, and achieving them might bring a reward. A goals are Awesome. Someone would have to make some changes—new process, tools or resources. Attach a pretty big reward to them.
With A, B and C goals, you’re distinguishing between your bare-minimum expectations and stretch goals.
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