SMART Goals
How do we create our target performances?
Understand and Implement of SMART Goals
• Clarity: The SMART framework guarantees that
goals are articulated precisely, with no space for
ambiguity.
• Focus: Focus on precise, measurable results,
which allows to prioritize efforts.
• Evaluation: Evaluate performance objectively
against predefined criteria, allowing for fair and
accurate appraisals.
• Motivation: Employees are motivated when they
have a clear sense of purpose and direction.
• Continuous improvement: SMART goals can be
utilized as a foundation for continual feedback and
development, helping to continuous progress.
Tell us your thought
Give a statement of Goal or Target that you want to
achieve from your Division/ Department?
“Our goal is to [quantifiable objective] by [timeframe or deadline]. [Key players or
teams] will accomplish this goal by [what steps you’ll take to achieve the goal].
Accomplishing this goal will [result or benefit].”
SPECIFIC MEASURABLE ACHIEVABLE RELEVANT TIME-BOUND
S: Specific
• Clearly define the performance goal. Be
specific about what you want the employee to
achieve.
• For a goal to be effective, it needs to be
"Increase specific. A specific goal answers questions
quarterly sales like:
revenue by 15%."
• What needs to be accomplished?
• Who’s responsible for it?
• What steps need to be taken to achieve it?
• Putting these questions aside for discussion
helps you identify your main goals.
SPECIFIC MEASURABLE ACHIEVABLE RELEVANT TIME-BOUND
M: Measurable
• Establish concrete criteria for
measuring progress toward the goal.
• Don’t underestimate the outsized
impact of short-term goals.
• Specificity is a solid start, but
"Track and report
monthly sales
quantifying your goals (that is, making
figures to assess
sure they’re measurable) makes it
progress toward
easier to track progress and know
the 15% increase
when you’ve reached the finish line.
target."
SPECIFIC MEASURABLE ACHIEVABLE RELEVANT TIME-BOUND
A: Achievable
• Ensure that the goal is realistic and attainable
given the employee's skills, resources, and
the overall organizational context.
• This is the point in the process when you give
"Consider historical yourself a serious reality check. Goals should
performance and be realistic — not pedestals from which you
market conditions to
inevitably tumble.
confirm that a 15%
increase is achievable • Ask yourself: is your objective something your
within the given team can reasonably accomplish?
timeframe."
SPECIFIC MEASURABLE ACHIEVABLE RELEVANT TIME-BOUND
R: Relevant
• Align the goal with the broader objectives of the
organization. The goal should contribute to overall
business success.
• Here’s where you need to think about the big
picture.
"Increasing sales
aligns with the
• Why are you setting the goal that you’re setting?
company's
strategic goal of
expanding market
share."
SPECIFIC MEASURABLE ACHIEVABLE RELEVANT TIME-BOUND
T: Time-bound
• Set a specific timeframe for achieving the
goal. This adds a sense of urgency and
helps in tracking progress.
• To properly measure success, you and
"Achieve a 15%
your team need to be on the same page
increase in quarterly
about when a goal has been reached.
sales revenue within
the next fiscal year." • What’s your time horizon? When will the
team start creating and implementing the
tasks they’ve identified? When will they
finish?
A measurable
A relevant
goal includes An achievable
goal is aligned
A specific goal quantifiable goal is A time-bound
with broader
is clear and criteria to realistic and goal has a
objectives,
precise in what track attainable, clearly defined
both at an
needs to be progress and considering timeframe for
individual
accomplished determine available completion
level and
when the resources and
within the
goal has constraints
context of the
been
organization
achieved
