There are several methodologies that can be applied to support employee performance goal setting. One of the most well-known is S.M.A.R.T.
S.M.A.R.T is a straightforward, yet highly effective model that, when implemented appropriately, supports employees and managers in setting clear performance goals that lay out precisely what needs to be achieved and when, in line with wider business objectives.
Measuring employee performance has long been thought of as the primary purpose of goal setting. This week we want to delve into how the the five elements of S.M.A.R.T can also act as a driver for engagement and motivation.
Specific-
When an employee doesn’t know what’s expected of them, they’re more likely to waste precious time and energy on tasks that don’t directly support the achievement of their objective.
By making goals specific, you equip your employees with a deep understanding of what needs to be achieved, and the steps required to reach the desired outcome.At OpenBlend, we stand by the principle that an excellent goal is a detailed one, and we’re committed to removing ambiguity from employee targets, eliminating room for guesswork.
Measurable-
A measurable objective outlines the evidence that will later indicate whether the goal has been achieved. It also enables progress tracking over time, painting a clear picture of advancement, which motivates the employee and keeps them focused on the end goal.
At OpenBlend, we champion measuring impact over input. Focusing on the latter accentuates management over experience - a key driver for engagement and motivation that lies at the heart of top performance.
Achievable-
Unreachable goals won't just set your employees up for failure; they’ll also lead to demotivation and instigate a negative working environment. Therefore, your goals should be ambitious but within the realm of possibility. For managers wanting to ensure the goals they're setting are achievable, 'test' them using the following questions:
- Can the employee accomplish the objective based on potential constraints?
- Do they have the requisite resources available to them?
- Do they have the necessary power and influence to achieve the goal?
Realistic (and relevant!)
The S.M.A.R.T framework also states that performance goals must be realistic. For example, considering circ*mstances surrounding the individual - i.e. existing and projected workload, personal commitments, proposed time frame, is it realistically possible to achieve the goal?
In more recent years, the ‘R’ has also taken on a second but all-important meaning: relevance. We’re big advocates for the evolving emphasis on ‘relevance’ because it can support more collaborative goal-setting. The question is not simply whether themanagerthinks the goal is relevant, but whether theemployeealso considers it to be relevant within the context of their needs.
Time-bound
To help employees prioritise tasks in the right way, and to further support motivation, every SMART objective should be time-bound.
Time-bound objectives are designed to motivate and engage individuals, but if deadlines are not realistic, an employee can find themselves in a stressful situation and become increasingly demotivated. Therefore, it's essential that managers and employees agree on deadlines that both consider to be reasonable and achievable.
S.M.A.R.T objectives are just one of the many methods used to set and manage objectives. The key to getting the most out of any framework your organisation chooses to use is to support with meaningful and effective 1:1 conversations that promote ongoing collaboration and openness, truly recognising the human being in the achievement of goals.
FAQs
In order to motivate employees, goals should be SMART (specific, measurable, aggressive, realistic, and time-bound). SMART goals motivate employees because they energize behavior, give it direction, provide a challenge, force employees to think outside the box, and devise new and novel methods of performing.
What is an example of a SMART goal for motivation? ›
Examples of SMART goals include studying more, writing regularly, reading more books, mastering emotions, exercising more, improving your diet, becoming more productive and managing time better.
What are SMART goals How can you use them to track employees performance? ›
SMART goals are objectives that are clear, quantifiable, realistic, aligned with the organization's vision and mission, and have a deadline. SMART goals help employees understand what is expected of them, how their performance will be assessed, and how they can improve and grow.
Do you think goal setting will increase employee motivation and performance? ›
Goal setting keeps employees motivated by fostering a culture of accountability and progress tracking. It enables employees to stay focused and aligned with the company's strategic objectives, resulting in improved overall organizational performance.
How can managers use goal setting to motivate employees? ›
If a goal feels too complex or overwhelming, it can negatively impact motivation. Instead, leaders should break down large goals into smaller, more manageable tasks. As employees complete each small task, it will deliver a boost of motivation. And that will ultimately help them progress towards the larger goal.
What are the most effective ways to boost employee motivation? ›
Top 10 ways to motivate your employees:
- Make your business a pleasant place to be. ...
- Be a respectful, honest and supportive manager. ...
- Offer employee rewards. ...
- Give them room to grow. ...
- Share positive feedback. ...
- Be transparent. ...
- Offer flexible scheduling. ...
- Offer food in the workplace.
Some great examples of SMART goals for employees include: Generate 10 new customer leads from Facebook per day within the week. Increase the number of customer service inquiries responded to in one day from 10 to 15 within the month. Reduce the number of customer complaints by 25% over the next three months.
What is the most appropriate example of a SMART goal? ›
SMART goals stand for Specific, Measurable, Achievable, Relevant and Timebound goals. Example: Manager wants the employee to participate and engage more with the team and show more leadership. SMART goals to accomplish that would be: Lead the discussion on at least 1 Agenda Topic at each of the staff meetings.
What is an example of a SMART goal strategy? ›
An example of a SMART-goal statement might look like this: 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].
How setting SMART goals can help keep you on track and motivated? ›
SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound. They allow you to write goals that are clear, attainable and meaningful. Having clarity in your goal-setting provides the motivation and focus you need to be successful.
By using SMART goals, you can provide more specific, measurable, and timely feedback that is based on concrete evidence and data. You can also solicit more constructive and relevant feedback from your team members, peers, and supervisors that is aligned with your goals and expectations.
What are SMART goals in performance management? ›
Performance Management Guide to SMART Goals. The Plan stage of the PCER (Plan, Coach, Evaluate, Reward) model of Performance Management encourages the creation of SMART (Specific, Measurable, Achievable, Relevant, Time-bound) performance goals, which are documented in Workday.
How do goals motivate and facilitate performance? ›
Goal-setting enhances team performance by providing clear direction, motivation, and focus. It aligns team members with organizational objectives, breaks complex tasks into manageable steps, and fosters accountability.
What are goal setting used to motivate people? ›
Goal setting theory states that people are most motivated when they aim for difficult and specific goals. The source of motivation, meaning the degree to which motivation is intrinsic or extrinsic, can be ascertained by measuring learning self-regulation.
How can goal setting improve motivation? ›
Goals improve your motivation by giving you a tangible outcome for your work. Every time you complete one, you'll feel a sense of accomplishment, motivating you to keep going.
How do SMART goals can satisfy organization needs and motivating the staff? ›
SMART goals can improve employee motivation by fostering a sense of purpose, challenge, and achievement. When employees have goals that are relevant to their interests, skills, and values, they can feel more engaged and committed to their work.
How do goals motivate people? ›
Goals are like road maps; they get you from one point to another. Goals provide the direction you need to reach your destination, the motivation to sustain you on your trip, and a way to measure your progress. The best way to get results is to plan for the future, but live one day at a time.
How can goal-setting improve motivation? ›
Goals improve your motivation by giving you a tangible outcome for your work. Every time you complete one, you'll feel a sense of accomplishment, motivating you to keep going.
How do SMART goals increase productivity? ›
SMART goals are designed to be measurable and achievable. This structure encourages you to break larger tasks into manageable steps, making them more attainable. As a result, you'll experience a boost in productivity and efficiency.
