Tip #2: Use SMART Goals
Posted by Elizabeth Counts on Wed, Apr 29, 2009 @ 01:00 PM
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.
| Original Goal |
SMART Goal |
| Improve cold calling skills. |
Increase the number of leads derived from cold calling from 7 to 10 per week by July 12. |
| Improve employee engagement and satisfaction. |
Schedule three events for employees and their families by December 31. |
| Increase customer satisfaction. |
Administer and respond to a customer satisfaction survey by June 30. |
What standards does your company use when creating goals?