Setting SMART goals is a powerful technique that can transform your performance reviews from mere checklists into meaningful assessments of your progress and achievements. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. By incorporating these elements into your goals, you can create a clear roadmap for your professional development. Here are three practical examples to inspire you.
In a sales role, a performance review goal might focus on increasing sales figures. The context here is that the employee has been underperforming in hitting their sales targets.
The goal could be: “Increase monthly sales by 15% within the next quarter by implementing a new customer outreach strategy and following up with leads within 48 hours of initial contact.”
This goal is specific (increasing sales), measurable (by 15%), achievable (considering current performance levels and strategies), relevant (aligning with the company’s sales objectives), and time-bound (within the next quarter).
Notes: The employee could break this down further by setting weekly targets or focusing on specific products to promote each month.
In a project management context, a performance review goal might aim to improve team dynamics and collaboration. This could be necessary if the team has struggled with communication.
The goal might be: “Organize and facilitate bi-weekly team meetings to discuss project progress and address any roadblocks, achieving a 20% increase in team satisfaction scores on the next employee engagement survey within six months.”
This goal is specific (team meetings), measurable (20% increase in satisfaction scores), achievable (the meetings can be scheduled), relevant (team dynamics are crucial for project success), and time-bound (within six months).
Notes: Variations could include using different formats for the meetings, such as virtual check-ins or brainstorming sessions, to keep the team engaged.
For an employee aiming to grow their skill set, a performance review goal could focus on professional development through training. This is especially relevant in rapidly changing fields like technology.
The goal could be: “Complete a certification in project management by the end of Q3, dedicating at least 5 hours per week to coursework and passing all assessments on the first attempt.”
This goal is specific (completing a certification), measurable (hours dedicated and passing assessments), achievable (with a structured plan), relevant (valuable for career advancement), and time-bound (by the end of Q3).
Notes: Employees might consider varying their study methods, such as joining study groups or finding a mentor in project management to enhance their learning experience.