The Manager's Toolkit

S.M.A.R.T. OBJECTIVES

It’s important to set objectives with specific , clear, well-defined targets, that state exactly what the employee is expected to achieve. Unspecific, vague objectives don’t motivate people. Every objective should be measurable - amounts, dates and figures. This way both employee and manager can recognise when objectives have been achieved, or to what degree. It allows for meaningful feedback – what does the employee need to do more of, less of, and how far they have progressed. Including measurements means performance can be discussed more objectively and helps avoid subjective feedback. Effective objectives need to be seen as achievable by the employee who is expected to achieve them. It’s great to be ambitious in what we are trying to achieve, but if objectives are unattainable, incompatible, or inconsistent, it will likely result in disengagement and demotivation. Objectives must be relevant to the employee’s role. When setting objectives, it’s important to consider each person’s characteristics, and match factors such as their ability, self-confidence and experience. Objectives should be time-bound – have specific completion dates and deadlines, then it’s obvious whether they’ve been completed or not. When someone is working on a number of objectives or projects simultaneously, it’s important to set them clear priorities, so that they can manage their time and resources.

S

Specific

M

Measurable

A

Achievable

R

Relevant

T

Time-bound