Set yourself up for success in 2019! Planning ahead is vitally important to ensure the performance review process goes smoothly. Goal setting is a critical part of the review process so that both you and your team members know exactly what your goals are.
One of the best ways to set goals is to use the SMART (Specific, Measurable, Achievable and Time-Bound) framework.
S.M.A.R.T goals provide a structure to identify what you want to accomplish. Meet with each of your employees individually to set goals; the key here is to be collaborative. Put the goals in writing and review with your employees on a regular basis. This ensures that everyone is clear on both the expectation and the timing when you meet to discuss progress.
Specific – be specific about what you want to accomplish.
- Who – consider who needs to be involved
- What – provide details
- When – set a timeframe
- Why – what is the reason for the goal
Measurable – set metrics to measure progress. Include milestones by incorporating specific steps or tasks to accomplish along the way.
Achievable – make the goal attainable. Think about how to accomplish the goal and what it will take to get there.
Relevant – focus on something related to the business objectives.
Time-Bound – provide a target date; giving yourself a date to aim for will keep your sights on achieving that goal.
Sample Goal – I work in sales and want to improve my customer presentation skills to showcase our new service we are launching in Q1.
Specific – become proficient in the use of PowerPoint to improve my presentation skills
Measurable – be able to create presentations that incorporate media, photos, graphs and timelines
Achievable– learn one new PowerPoint skill each week
Relevant – to expand the number of customers and grow in my career
Time-Bound – in two months I should be able to create a new customer presentation before the service launches in Q1.
As business objectives change, so should your goals. You should evaluate your goals on a regular basis to ensure they are linked to your business strategy.
BlueFire HR provides Performance Management strategies designed to meet your business needs. Reach out today and see how we can help! For more information, please contact us at email@example.com, 773-793-1362 or at 888-892-9597.
Aisling Byrne, SHRM-SCP, CEBS, is a Sr. Human Resources Director at BlueFire HR specializing in employee engagement, performance management, coaching, leadership development and systems/process improvement.