Get SMART — Helping Employees Set Goals

Some of us may remember the cult–classic television comedy series Get Smart. The show was about two opposing forces; KAOS an evil organization attempting to take over the world; and CONTROL the good organization that constantly battled KAOS to preserve order in the world. Maxwell Smart (Don Adams) was CONTROL Secret Agent 86. Yet Smart was anything but. A bumbling, self–centered man, Smart was the antithesis of everything represented by secret service agents.

HR and managers can use a similar Get Smart method as they work with employees to formulate goals for 2007 (or any time throughout the year). Taking control of the process, they eliminate chaos and misinterpretations that occur when goals are not clearly outlined. This can be done without the antics of Maxwell Smart, using the following SMART acronym:

• Specific
• Measurable
• Applicable
• Relevant
• Time bound

Goals need to be specific and concrete. A well–defined and documented goal ensures that everyone understands and agrees upon the final objective. First, brainstorming is important to formulate a creative and inclusive list. Eventually, however, the list should be whittled down to the essential goals within an employee’s realm of challenge and accomplishment. Without an essential list, there is a greater likelihood that an employee will become overwhelmed, unfocused and unmotivated.

Goals need to be measurable so that HR, managers and employees can track progress. By creating a measure for accomplishing goals, the risk of disagreement between the employee, HR or management is minimized. Additionally, a measurable goal helps an employee keep track of the minor accomplishments that lead to achieving and conquering a goal. Alternatively, it can help refocus an employee or determine if additional training is needed.

Goals need to be applicable; meaning that they fit into the company’s strategic plan. They should relate to both an employee’s personal development and his/her role within the company. When the employee experiences personal growth that directly benefits the company, all parties involved are proud of the accomplishment and are motivated to continue developing and growing.

Goals need to be relevant and make sense in terms of what is trying to be accomplished. A goal needs to make sense and have purpose. Similar to the outcome of an applicable goal, an employee is generally more motivated if he/she can see how a goal fits into the larger picture.

Goals need to have a defined time frame. Sometimes time frames can seem constricting or too short to finish all the needs to be accomplished. In that case, an action plan can be created with sub-goals that include how to get there and if any training/support is needed.

Spectrum can help you “smartly” organize, document and track employee goals with its web–based HRIS. iVantage^® has the core functionality to capture the information you need for goal development, performance reviews, training and development, succession planning and more. For additional information call 800.477.3287, visit www.spectrumhr.com.