Managing Performance with Performance Objectives
Write SMART Objectives for Effective Employee Performance Management
Jan 28, 2009
SMART (Specific, Measurable, Achievable, Results-Oriented, Time-bound) performance objectives ensure clarity on what is to be done and the measures of success. These objectives should be explicit, agreed and written to ensure that both parties fully understand what is expected and what will be a successful outcome. A written record ensures that goal posts for success cannot be moved retrospectively or re-interpreted. Over time, this is a valuable record of performance success and development progress.
Clear Performance Objectives
Writing clear performance objectives seems straightforward but it can be difficult without regular practice to really embed the process and type of thinking. The barriers to clarity are:
- Vague objectives that do not have a defined outcome or cannot be measured
- Using ambiguous words or phrases that can be interpreted in a variety of ways
- No clear priority for objectives
- Key achievements are not included in objectives
- Objectives are not regularly updated to ensure they are still relevant, old ones are not removed and new ones are not added
Write SMART Objectives and Avoid Vague Words or Phrases
SMART objectives require a focus on clarity and ensuring that the SMART criteria are met with every objective. Avoid some of these vague words or phrases such as:
- Contribute to XYZ project. Contribute is undefined and it needs to be much more specific -- so focus on why the contribution is needed and what will be achieved. This will lead to a clearer objective such as delivering project on time and to budget, with key sub-objectives such as reviewing the design specification
- Liaise with XYZ supplier. Again focus on why and what needs to be achieved. A clearer objective might be to ensure that the contract is completed by a specified date or to obtain information about their product schedule
- Develop an effective relationship. Similarly this might become define the requirements specification with ABC and XYZ or work with ABC to install new product by specified date
- Update knowledge. This might become train in Six Sigma and identify sources for a 10% improvement in efficiency by specified date
- Read XYZ. This might become identify new techniques or tools and make recommendations on their adoption quarterly
- Manage team. This might become ensure team members meet performance and development objectives, which will be reviewed quarterly. This might include some sub-objectives such as improve communication or mentoring skills through a specified training course
Managing Performance with SMART Performance Objectives
Managing performance with SMART performance objectives is an effective way to ensure that there are clear expectations for performance and achievement and concrete measures of success. Maintaining a written record for performance management, with regular reviews, benefits all parties concerned because it is objective, fair and transparent.
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