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Are you S.M.A.R.T. enough!

Specific



Measurable


We measure objectives with standards. These are a set of measures to judge employee’s performance. They can be measured:


Quantifiable standards can be straightforward to recognise success by. Qualitative measures can be behavioural or descriptive based, as opposed to using numbers. Leaders need to work hard at getting the employee to see the same picture of performance as they do.



Achievable



Realistic



Timed



Some thought at the start of the task setting process ensures that tasks are completed in the most effective way. So are you S.M.A.R.T. enough?

Team Leaders can assume staff know how well they are doing in their jobs or even what to do in the first place. This assumption runs the risk of employee de-motivation, wasting time and inefficiency.

Consider these examples on using the phone:



The 3rd objective was lifted from an appraisal form a team leader wrote for an employee. One can only hope that there was dialogue between both parties to explain the target in more detail.


S.M.A.R.T. is a popular tool. However what does it really mean? Let’s take it to a deeper level and introduce trigger questions to consider when setting task based objectives with employees:

"Of all the things I’ve done, the most vital is coordinating the people who work with me and aiming their views at a certain goal”

WALT DISNEY

SMART Objectives

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In house training courses in leadership, supervisor skills, customer service, telephone skills, assertiveness, receptionist skills, time management, presentation skills, appraisals, train the trainer and recruitment interviewing. Courses run both UK-wide and locally in West Midlands, Worcestershire, Gloucestershire, Warwickshire and Wales. Design and marketing of course material and e-books.