Developing sounds goals is critical to managing your own and your employees’ performance. Each year you will ask your employees to set goals for the upcoming year/evaluation period. When you ask your employees to write their goals, teach them to create S.M.A.R.T. goals that support your own goals for the same period.
A S.M.A.R.T. goal is defined as one that is specific, measureable, achievable, results-focuses, 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 August 1, 2015 implement a new performance management system for Classified Staff, A&P Faculty, and University Staff 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 performance management system for Classified Staff, A&P Faculty and University Staff” = WHAT
“using clearly defined processes and guidelines” = HOW
“so employees and managers can competently evaluate performance and develop their careers” = WHY
Measureable: Goals should be measureable so that you can 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 August 1, 2015 implement a new performance management system for Classified Staff, A&P Faculty, and University Staff 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 August 1st.
Achievable: Goals should be achievable; they should stretch you slightly so 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 goals when you plan your steps wisely and establish a time frame 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 de-motivate them.
Example:
By August 1, 2015 implement a new performance management system for Classified Staff, A&P Faculty, and University Staff 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 performance management, that allows you to understand the nature of the goals, and the goal must present a large enough challenge for you to remain interested in and committed to accomplishing it.
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