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As mentioned in SMART Goals: Part 1, goals are an important aspect of creating success in your business. Employees and leaders should set up goals to achieve throughout their time with the company. If set up correctly, goals will be specific, measurable, achievable, relevant, and time-bound. This can help when management looks at the company and the individuals because they can see their employees goals and how and if they are achieving them. In Smart Goals: Part 1 I used the example of “I want to improve my customer service by learning more about communications or by responding to their emails within an hour of when they were sent to improve the company’s customer reviews by 10% at the end of the month.”

Relevant

What is the goal accomplishing? Is it relevant to the company improving itself? Making sure your goal is relevant is an important step since you do not want to waste your time or energy on something that will not benefit the company or the customers. Since you will both improve the customer service aspect of the company and make the customer happier, the goal above is relevant.

Time-bound

Goals should have a timeframe that creates a sense of urgency but is also achievable. If you do not set a timeframe the goal could go on forever and never be reached because there is no let down if it is not reached. When you are coming up on the last week of the month, the reviews are coming out next week, you have the goal to push you to create a plan to ensure you are giving your customers the best service possible. From the goal above, the goal is the end of the month. It is a reasonable amount of time to be able to create a change in the way employees handle customer service issues.

SMART goals are important to accomplish individual employee goals, which end up affecting the company in whole. Creating meetings with your employees to check on the progress on their goals is beneficial. If an employee is struggling with a goal, management can step in and provide ideas or solutions to help the employee achieve their goals. When the goals are accomplished, employees should set out new ones so they continue to have a purpose to strive for.