SMART Goals

This time Dr.Mandi explained us the importance in setting the goals high. As said by Dr. Mandi, the goals should always be set high, higher than our true potential. Developing sound goals is critical in managing our own performance and also our employees’ performance. The goals should be SMART enough.

A S.M.A.R.T. goal is defined as one that is specific, measurable, achievable, results-focused, and time bound. Below is a definition of each of the S.M.A.R.T. goal criteria.

Specific:

Goals should be simplistically written and clearly define what you are going to do.

                Specific is the What, Why, and How of the S.M.A.R.T. model.

Example:                 

 By July 1, 2014, a new appraisal system should be implemented for employees using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Explanation of Example:

Implement a new appraisal system for employees = what

Using clearly defined processes and guidelines = how   

So employees and managers can competently evaluate performance and develop their careers = why

Measurable:   

Goals should be measurable so that you have tangible evidence that you have accomplished the goal. Usually, the entire goal statement is a measure for the project, but there are usually several short-term or smaller measurements built into the goal.

Example:

 By July 1, 2014, a new appraisal system should be implemented for employees using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Explanation of Example:

The essential metric is whether or not the system is operational by July 1, 2014.

Achievable:

Goals should be achievable; they should stretch you slightly so you feel challenged, but         defined well enough so that you can achieve them. You must possess the appropriate knowledge, skills, and abilities needed to achieve the goal. You can meet most any goal when you plan your steps wisely and establish a timeframe that allows you to carry out those steps. As you carry out the steps, you can achieve goals that may have seemed impossible when you started. On the other hand, if a goal is impossible to achieve, you may not even try to accomplish it. Achievable goals motivate employees. Impossible goals demotivate them

Example:

By July 1, 2014, a new appraisal system should be implemented for employees using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

              Explanation of Example:

              In order for you to reach this goal, you must have a skill set, in this case in the area of appraisal process, that allows you to understand the nature of the goal, and the goal must present a large enough challenge for you to remain interested in and committed to accomplishing it.        

                                                  

Results-focused:

              Goals should measure outcomes, not activities.

Example:

 By July 1, 2014, a new appraisal system should be implemented for employees using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

            Explanation of Example:

             The result of this goal is a process that allows employees and managers to more competently evaluate performance and develop their careers, not the individual activities and actions that occur in order to make the goal a reality. 

Time-bound:

Goals should be linked to a timeframe that creates a practical sense of urgency, or results in tension between the current reality and the vision of the goal. Without such tension, the goal is unlikely to produce a relevant outcome.

Example:

 By July 1, 2014, a new appraisal system should be implemented for employees using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

            Explanation of Example:

                  July 14, 2014 provides you with a time-bound deadline.

The concept of writing S.M.A.R.T. goals is very important for accomplishing individual goals, which in turn are linked to department, division, and Organization goals. It is also critical for ensuring good communication between employees and supervisors so there are no surprises during annual performance evaluations.