SMART Goals The acronym SMART is often suggested as a memory-jogger to remind on
ID: 453096 • Letter: S
Question
SMART Goals
The acronym SMART is often suggested as a memory-jogger to remind one of the attributes of useful goals. Using the following definition of SMART goals:
S – specific, M – measurable, A – achievable, R – relevant, T – time-bound
1. Describe an important goal from your work environment in terms of the SMART acronym. Does it, or does it not, have each of the attributes? Explain.
2. The acronym recommends that goals should be measurable, yet Einstein is reputed to have said that “Not everything that counts can be counted, and not everything that can be counted counts.” What are your views on this apparent contradiction?
Explanation / Answer
1. SMART is a best practice framework for setting goals. A SMART goal should be specific, measurable, achievable, realistic and time-bound.
Often used for performance reviews, the acronym is intended to help a manager or other employee who is tasked with setting goals to clarify exactly what will be required for achieving success and to be able to share that clarification with others.
From our work environment we can take a important goal which is setting up of performance appraisal for employees by their managers.
When managers and employees know how to write SMART goals, it helps take the subjectivity out of goal setting, and ensures they have a shared set of expectations. The real aim is to specify the who, what, where, when and why for the goal and ensure shared understanding and expectations. All of these elements are critical for helping align goals throughout your organization. the ultimate purpose is always to help the employee, and by extension, the organization, succeed.
Research has found that as many as half of all workers say they don't know their organization's high level goals. Further, more than half of all workers say don't clearly understand their own goals. How can an organization succeed if its workforce does not have clear, aligned goals?
Here's a practical breakdown of how to make goals SMART..
Specific
Specifically define what you expect the employee to do/deliver.
Avoid generalities and use action verbs as much as possible.
The level of detail you need to provide depends on the employee's personality and their experience level. For example, a highly autonomous or experienced employee will need less detail than a less confident or seasoned one.
Measurable
Identify how you will measure success— usually stated in terms of quantity, quality, timeliness or cost (e.g. increase by 25%).
Actionable/ Achievable
Make sure that accomplishing the goal is within the employee's realm of authority and capabilities.
Can the employee successfully complete this goal with the skills, resources and time available to them?
Are there factors beyond their control that need to be considered?
While considering whether a goal is actionable/achievable, you also need to consider the employee's total set of goals. While each individual goal may be achievable, overall, you may be assigning the employee more goals than they could reasonably be expected to successfully complete.
Make sure that both the employee and manager agree to all the elements of the goal, and have a shared understanding of expectations for its outcome.
Realistic
Ensure the goal is practical, results-oriented and within the employee's realm of authority and capabilities.
Make sure the goal is relevant to the employee's role, skills and qualifications.
Where appropriate, link the goal to a higher-level departmental or organizational goal, and ensure that the employee understands how their goal and actions contributes to the attainment of the higher level goal. This gives the employee a context for their work.
Time-bound
Specify when the goal needs to be completed (e.g. by the end of Q2, or every month).
2. we are not agree with this quotation of eienten and that must have been said in regard to some other things
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