S
Stands for specific. Outlining detailed instructions saves both the employee and the organization time, because it ensures that less time has to be spent answering the employees’ questions or working out any doubts. It also provides the employee with greater confidence that they are able to perform their tasks, as the instructions reduce any confusion as to whether they are working effectively. Referring to the newsletter example again, specific instructions would, for instance, provide a table of contents.
M
Goals need to be measurable. This second element relates to the first, in that an employee needs to understand when a goal has been successfully completed. An ultimate end result needs to be established. If an employee is given the sense that a project is interminable, this might have a demoralizing effect, and decrease their motivation.
A
The third letter stands for attainable. This does not necessarily indicate that the bar has to be set low, or that complicated tasks cannot be assigned. Rather, it means that management should consider individual strengths and weaknesses. In practice, goals should vary from person to person. Thus it would be beneficial for the goals to be set by a member of management who is familiar with the capabilities of those employees, who will be tasked with completing them. Also, a certain degree of flexibility should be involved in the setting of the goal, meaning that the employee might need to be involved inthe decision making process. If he or she expresses an inability to meet the goal, this should be paid due attention to. Management should remain open to the notion that different employees have different strengths and they are aware of them.
R
This letter refers to relevance. Aside from being suited to the employee’s individual capabilities, the goals should also relate to the needs of the larger organization this employee forms a part of. Goals could, for instance, be established through collaboration in management. It can be wise to consider, before creating a goal, whether it would be worth the effort, or whether the organization would benefit more if the employee’s time were spent on something else.
T
The last letter refers to ‘time’, and indicates that goals should be time-bound, or involve a time frame. A lack of a deadline may encourage employees not to prioritize the goal; ample time should also be provided, however, to allow the task to be carried out with diligence. This element also requires a degree of flexibility; different employees work according to different schedules. Employees could be consulted on determining how much time should be provided for the completing of a SMART goal. Their requested time frame may not be suitable, but it could still be considered into the planning of the goal. Setting time-bound goals can also be a way of challenging employees to refine their skills and work more efficiently.
Barbara Heanen
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