Final answer:
Darren's approach likely violates the 'Achievable' criteria for effective goal setting. Setting too many goals can overwhelm employees, making it hard to focus and realistically achieve them. Goals should be manageable, with clear action steps and a target date for accomplishment to keep employees motivated and on track.
Step-by-step explanation:
Darren setting at least twenty-five goals for each of his employees likely violates the criteria for effective and achievable goals, according to the SMART criteria. SMART is an acronym where each letter stands for an attribute that contributes to the effectiveness of goal setting: Specific, Measurable, Achievable, Relevant, and Time-bound. When goals are not well-defined or too numerous, they may become overwhelming and lack relevance and specificity, making it difficult for employees to focus and realistically achieve them.
The concept of 'Achievable' goals implies that the objectives should be realistic and attainable; the sheer number of goals set by Darren can be counterproductive. Instead of setting a realistic number of goals that employees can focus on and accomplish, having too many might create barriers that can lead to demotivation and the inability for employees to prioritise effectively.
To make goals manageable and incentivising, they should be broken down into actionable steps with a clear plan that includes a target date for achievement. This way, employees can remain motivated and track their progress, thereby increasing the likelihood of success. Reflecting upon the actions to achieve these goals makes them more tangible and attainable within a given timeframe, which is pivotal for maintaining motivation and clarity throughout the goal-achieving process.