What are SMART goals?
Strive to achieve the goals you set for yourself or your team. Establish realistic, actionable, measurable goals to prevent delays, overwhelm, or miscommunication. Learn how to use the SMART tool.
Key takeaways
- SMART goals can turn vague objectives into actionable plans for teams and solo work
- They allow for focused work, improving results and accountability.
- Flexibility is key for effective SMART goals — tailor them to each project.
What are SMART goals explained simply?
SMART is the acronym for a widely recognized management and organizational technique for setting goals, whether for individuals or teams. It helps managers and professionals plan, execute, and evaluate projects or objectives.
SMART goals provide clarity for a task, ensuring everyone understands what needs to happen and when. A well-defined SMART goal could benefit both individual projects and team efforts by maintaining focus and motivation. It tracks progress, offering a platform for delivering feedback, establishing effective communication, and documenting wins.
The SMART framework is credited to American psychologist Dr. Edwin Locke, who studied the connection between motivation and goal setting from the 1960s to 1990s.
Dr. Locke's research outlines criteria for practical goal setting, represented by the SMART acronym:
Specific
What is the goal, what needs to be done, and who is involved or responsible?
Measurable
How will this goal be tracked? Which metrics need to be in place to measure progress and success?
Achievable
- Is this goal doable? How much time, resources, and skills are required to achieve this goal?
Relevant
- Why is this goal important? Does it align with overarching business priorities or career objectives?
Time-bound
- What's the deadline or timeframe for this goal?
How to write SMART goals
A manager tasked with creating a 30-60-90 day plan for a new hire can utilize the SMART framework to structure the goal of onboarding the new employee.
SMART goal: Complete onboarding training
Specific (What is the goal?) | Complete onboarding and gain an understanding of role expectations. |
|---|---|
Measurable (How will this goal be tracked?) | Attend at least five team meetings and schedule one-on-one meetings with teammates. |
Achievable (Is this goal doable?) | Review company policies, tools, and training materials within the first two weeks. |
Relevant (Is this goal important?) | Understanding workflows and company culture supports long-term success. |
Time-bound (What's the due date?) | Accomplish these goals by the end of the first month. |
Setting regular goals when onboarding a new employee can lead to confusion and dissatisfaction due to their broad scope. In contrast, the structure of SMART goals provides clear expectations by specifying precisely what the new hire needs to do, by when, and why it's essential.
Using a template can be beneficial when crafting SMART goals. Follow these five steps to write SMART goals for yourself or your team effectively:
- Start with a clear and specific "why." Consider answering the five W's — what is the goal, who is the owner, when is it due, where will it take place, and why is this important — to remove ambiguity and get straight to the point.
- Make it measurable by determining how you will assess progress. The performance metrics will vary by goal, but they can be quantitative (productivity rates or revenue) and qualitative (results from surveys and testimonials).
- Ensure the goal is achievable by doing an honest pulse check. Do you or your employees have the time, resources, and skills to reach this goal? If you cannot provide these, the goal may be unrealistic and could set your team up for failure.
- Align the goal with your priorities and broader objectives to keep it relevant. Your goal might not be worth pursuing if it doesn't make sense or fit within the larger context of the organization.
- Establish a timetable to ensure that the goal is time-bound. Assign a due date for goal completion and set deadlines for specific tasks within the goal. Schedule check-ins and feedback sessions to stay on track and maintain accountability.
When using the SMART framework, it's important to allow some flexibility, as it is not a one-size-fits-all solution. Creative work, learning complex new skills, or working in rapidly changing industries can challenge the constraints of the framework.
Consider combining the SMART tool with other goal-setting approaches or adding your own parameters. This personalized framework can help you and your team maintain a clear purpose and focus while achieving your goals.