SMART goal: Definition

SMART is an acronym for Specific, Measurable, Achievable, Realistic, and Time-bound.

A SMART goal is specific, measurable, achievable, realistic, and time-bound. This kind of goal can be used in a professional or personal context to help you achieve the result you want.

When setting goals, it’s important to be precise. What do you want your employees to achieve? What is the ultimate goal? Being too vague will only cause confusion and frustration. Once you have a clear goal in mind, you can start breaking it down into smaller components that are easier to manage.

Advantages of setting SMART goals

Setting SMART goals for your employees has many advantages.

Clarifying expectations for employees

When you set SMART goals with your employees, you are clarifying the expectations you have of them. Misunderstandings and confusion about what is expected from each of them can thus be avoided.

Motivating employees

Setting SMART goals for your employees can contribute towards motivating them to achieve the results you want. They have a specific goal to achieve and can see how their efforts are contributing to the overall objective.

Improving communication between employer and employee

Defining SMART goals with your employees can improve communication between you. It provides you with an opportunity to explain the reasoning behind the goals and provide feedback on the progress made.

Helping employees focus on a specific goal

When an employee has a specific goal to focus on, they have a better chance of achieving it. The employee isn’t trying to achieve several goals at once and can devote their attention to a single goal.

Providing a timetable for the goal

Setting a SMART goal with an employee lets you draw up a timetable for the goal. It’s important to give the employee a deadline to work towards and motivate them to achieve the goal on time.

Making employees responsible for their own progress

When you set a SMART goal for an employee, you give them responsibility for their own progress. You can then measure their progress and give them an assessment (feedback) of their performance.

How should you go about setting SMART goals for your employees?

Now that you know what the advantages of setting SMART goals are, you may be wondering how best to set SMART goals for your employees.

Set a specific goal

The first step is to set a specific goal. Be clear about what it is that you want your employees to achieve.

Make the goal measurable

The second step is to make the goal measurable. You need to be able to track and measure your employees’ progress towards their goals. If you can’t measure their progress, you won’t be able to say whether they’ve achieved their goal.

Example of a measurable goal:

• Increase sales by 50% in 6 months.

Set a realistic and achievable goal

The third step is to set a realistic and achievable goal. You can make sure that your employees are in a position to achieve their goals. If a goal is too difficult, there’s a risk that employees may be demoralized. On the other hand, if the goal is too easy, employees may think that it’s not worth the time and effort.

Example of a realistic and achievable goal:

• Increase sales by 10% in 6 months.

Set a deadline for the goal

The fourth step is to set a deadline for the goal. To make sure that your employees achieve the company’s goals, it’s important to set a deadline. Having a deadline will help motivate them to achieve the goal on time.

Example of a goal with a deadline:

• Increase sales by 10% in 6 months.

Assign responsibility for the goal

The fifth step is to assign responsibility for the goal. When you have a goal, it’s important to assign responsibility for achieving it. Assigning responsibility lets you make sure that the goal is achieved and hold employees accountable for their progress.

Example of a goal where responsibility has been assigned:

• Increase sales by 10% in 6 months. Jean Dupont will be responsible for achieving this goal.

Providing resources for the goal

The sixth step is to provide the resources needed to achieve the goal. You need to make sure that your employees have what they need to achieve their goals. This could be training, tools, or information.

Example of a goal that’s been provided with resources:

• Increase sales by 10% in 6 months. John Smith will be responsible for achieving this goal. The sales team will be trained on the new CRM system.

Tips on how to ensure your employees meet their SMART goals

Here are some tips on how to ensure your employees meet their SMART goals:

Set regular checkpoints

This involves meeting regularly with your employees to check in on their progress towards the goal. By doing this, you can detect any potential issues and make sure that your employees are progressing towards the goal.

Provide feedback

You’ll need to provide feedback to your employees. This feedback will help them understand what they’ve done well and where they need to improve.

Reward progress

Rewarding progress is a great way of motivating your employees. If they see that their work is being recognized, they will be more inclined to continue working hard to achieve the goal.

Responding to common objections to the use of SMART goals in the workplace

Despite the advantages of using SMART goals, there are some common objections to their use in the workplace. Let’s cover some of them:

SMART goals are too restrictive

One common objection is that SMART goals are too restrictive. This objection is based on the belief that SMART goals restrict creativity and innovation. However, this is not the case. While SMART goals have to be specific, they can still allow room for creativity and innovation.

SMART goals take too much time

Another common objection is that SMART goals require too much time. This objection is based on the belief that setting and achieving SMART goals is a time-consuming process. While setting SMART goals does take a certain amount of time, the benefits of using them greatly outweigh the costs.

SMART goals are not realistic

One last common objection is that SMART goals are not realistic. Some people think that these goals are not achievable. While some SMART goals may be difficult to achieve, they should nonetheless be achievable. If a goal is not achievable, then it is not a SMART goal.

Setting SMART goals with your employees is a great way of making sure that they are motivated and that they are held accountable for their work. By following this advice, you can be confident in setting a SMART goal, which will help your company achieve its objectives.