PAM's Talent Management Blog

Creating Behavior Based SMART Goals

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When we think of goals we typically think of areas of performance that are quantifiable and measureable.  Reduce errors by 50% or increase sales by 15% are examples of measurable goals.  The two biggest challenges in creating behavior based goals are setting the time frame and measuring the behavior change.  Here's how to do that:

• The measurement is "observation and feedback"
• The time frame is "now - ongoing" (unless training is required beforehand- the training takes place and then the behavior should be observable)

Here's an example of a behavior based performance issue translated into a SMART goal (you'll probably get that this person was rude and nasty in his email communications):

Goal: Jack is most effective when dealing with colleagues/peers in person. When conflict arises I would like Jack to forgo email communications as a first resort and instead utilize his in person communication skills where he comes across as collaborative and respectful. Increase of in person communication with an emphasis on consistently utilizing respectful business language communication skills. Hold off resolving conflict with email as the primary communication medium.

Complete By:   Now- ongoing

Measurement: Observation and Feedback 

Conclusion: When goals are put into writing there is a better chance that the employee will successfully meet the new expectations.  Behavior based goals can and should be translated into specific, measurable, attainable  relevant, attainable and time bound objectives. 

- Jamie Resker, President, Employee Performance Solutions

Jamie is recognized as an established thought leader and innovator in the area of performance management.  She is the originator of the Performance Continuum Feedback Method®, a tool for systematically diagnosing employee performance issues and development opportunities and crafting messages about even the most sensitive behavior based issues. For more information on Jamie or the Performance Continuum Feedback Method, visit http://www.employeeperformancesolutions.com/.

Tip #2: Use SMART Goals

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Clearly communicating employee expectations can mean the difference between a productive workforce and one without direction. You may already have a process for setting employee goals. But are the goals clear to your employees, and are your employees achieving them?

The SMART goal concept tests a goal on five key factors that ensure that the goal is clear and appropriate for the employee.

1. Specific - The goal must answer the W questions like who, what, where, when, and why.

2. Measurable - This the goal must answer the question how much or how many. If you can't measure it, how can you assess it, and how will you know when it has been accomplished?

3. Agreed Upon- All parties including the employee and the supervisor must agree on the conditions of the goal. They must believe that the goal is appropriate in expectations and timeline.

4. Realistic - The goal must be something that is out of reach but not impossible to achieve. The accomplishment of the goal must still represent significant achievement.

5. Timely - The goal must identify a deadline for achievement.

Here are some examples of how measuring goals against the SMART qualifications can improve goal setting.

What standards does your company use when creating goals?