Managers and employees should have a clear idea at all times of what they try to accomplish and what is expected from them within the company.

管理者和员工应该在任何时候都有一个明确的认识, 关于他们试图完成什么, 以及在公司内其期望是什么。
Goal setting encourages high-level performance, motivation and fosters innovation in organizations.
为员工设定工作目标既可以鼓励员工取得高水平的绩效，而且还可以激励和促进组织的创新力。
It is every manager’s responsibility to communicate performance goals to employees to ensure their performance meets the required standards.
每个管理者都有责任向员工传达绩效目标, 以确保他们的绩效达到既定的要求标准。

Setting effective goals is not simply giving instructions, directions or telling employees how to do their jobs.
制定有效的目标不是简单地给出指导、方向或告诉员工如何做他们的工作。
Effective goals should be designed as SMART Goals.
有效的目标应该被定义为SMART目标。

SMART stands for   SMART代表：

★  S- Specific  具体的
★  M- Measurable  可衡量的
★  A- Achievable  可达成的
★  R – Realistic  实事求是的
★  T- Time limited  有时限的

A goal should be formulated very clear and specific, should be stated in terms of measurable outcomes, should be challenging but achievable, should be realistic and relevant and finally should have a time frame or a deadline.
一个目标应该是明确和具体的, 应该建立在可衡量的结果上, 应该是具有挑战性但可实现的, 应该是实事求是的、有意义的, 最后应该有一个时限或一个截止日期。
“Try to improve the room revenue as soon as possible in March” is NOT a clear objective, cannot be measured therefore is far from being achieved.
"三月份尽可能快速提高客房收入" 不是一个明确的目标, 由于无法衡量，因此是远远不能实现的
“ Increase average check by 10 $ over the months of June and July, in Paradise Restaurant” is specific, measurable and time limited.
“Paradise餐厅，六月和七月平均消费增加至10美元," 这个目标是具体、 可衡量并且有时限的。
Specific goals like this one motivate employees and most likely will be achieved if the right actions are followed.
像这样的具体目标激励员工, 如果遵循正确的方针, 实现的几率很高。
There are two types of goals set with employees: Self-improvement goals and performance goals
员工有两种类型的目标设定: 自我提升目标和绩效目标
Self-improvement goals focus on personal development, gaining new skills and acquiring knowledge.
自我提升目标侧重于个人发展，获取新技能和新知识。
Performance goals relate to achieving specific results at work.
绩效目标关系到工作中取得的具体成果。
Setting about five to nine goals, specifying measurement criteria, deadlines, priorities and an action plan are essentials to succeed in the process.
设定五到九个标准是这个过程成功的必要条件，例如特定衡量标准、期限、优先次序和可行性计划。
Setting the goals with employees are more likely to generate participation, motivation and support in achieving them. Moreover providing necessary equipment, supplies, coaching and other resources send the message that managers want employees to succeed.
管理层与员工设定目标，在获得他们的支持下让员工有更多的参与、激励的可能性。此外，酒店要为员工提供其工作必要的设备、支持、培训和其他资源，这些都明确的传递了管理者希望员工成功的信号。
Performance evaluation is a periodic review that evaluates how well employees are meeting the assigned performance standards. Evaluations can take place, monthly, quarterly or annually.
绩效评估是一个定期评审，评估员工完成绩效目标的过程。测评可以每月、每季度、每年开展。
Specific feedback should be presented in a way that identifies the employee’s strengths and areas of improvement.
具体的反馈应当以展现员工长处和提升领域的方式展开。
If improvements are needed, the manager and the employees discuss the specific improvements and an action plan on how to achieve them before the next evaluation session.
如果需要改进，管理者和员工可以探讨关于在下一个考核阶段，完成目标的具体改进和可行性计划。
An effective and well-planned performance evaluation improves employee-manager relationships, performance and productivity.
一个有效且计划良好的绩效评估可以改善员工经理的关系、提升工作绩效和生产力。

We will discuss the basic of communication process in the next section.
下一节，我们将讨论沟通过程中的基本原则。