In my company, we have implemented a talent management system. This system allows the organization to develop common processes around goal and performance management.
The organization has adopted the SMART goal setting process. Employees can capture their goals, track milestone activity throughout the year, and participate in the performance review process.
Why use the SMART goal setting process? Let’s consider each of element of the acronym SMART; Specific, Measurable, Achievable, Realistic, and Timely.
Specific goals have a greater chance to be accomplished than general goals. For example, rather than setting a goal of “improve my sales,” a better goal is “improve my sales by 10%.” By stating a specific goal, it then becomes easier to measure and track.
We must also determine if this goal is attainable. If sales demand is expected to go down, a 10% increase may not be achievable and you will not meet your goal.
The goal must be realistic. Are the goals consistent with other company or departmental goals? Do you have the tools to help you achieve the goal; is there any reason why the goal may not be achievable?
Lastly, we must be able to achieve the goal in a timely manner. Without a time frame, there is no urgency in working toward the goal and there is a greater chance of not achieving the goal. For example, rather than a goal of “improve my sales,” a timely goal is “improve my 1st quarter sales by 10%.”
Using the SMART goal setting process motivates people. It provides the employee with clear goals to achieve and helps them measure their progress. By actively involving employees in the goal setting and subsequent review process, they have input into their development within the organization.
Colleen,
ReplyDeleteI like the system your company has created and implemented. Specific goals tend to yield better results. It is human nature to want to know, in specific details, what is expected of us. So many companies fail to emphasize their goals and the steps necessary to accomplishing such goals that employees lose sight of what's important and often become disinterested.
We implemented SMART goals and unfortunately, it was a fad. What we like to call "flavor of the month". We never mention it again and never look back on it either. Part of our SMART goals included "STRETCH" goals and I think that pushed our team over the edge.
ReplyDeleteTara, I know what you mean. I find that many of my goals (at least as they are stated) don't meet the SMART criteria even though the organization has stated its intention to do so. As with many things, it is a good idea perhaps on paper...harder to implement in the real world.
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