The dream of any entrepreneur is to see his company grow and become a reference in its field of activity. To get there, however, it is essential to fulfilling some requirements. The organizational mission and vision, for example, need the company to have a true and compelling purpose. At the same time, knowing what SMART goals are and how to align them with business objectives is critical.
The problem is that it is precisely at this point that many managers get lost. Some are even unaware of the power that this type of goal has in relation to the development and improvement of the strategic management of the business.
To know some important details about all these aspects, stay with us, below!
What are SMART goals?
SMART goals are nothing more than a method designed to ease the goal-setting process — pardon the redundancy. Initially, you just need to know that each letter contained there indicates an indispensable characteristic to any goal that your company wants to have in view.
According to this methodology, therefore, every goal should be:
- S (specific);
- M (measurable);
- A (reachable);
- R (relevant);
- T (time).
So we have a kind of formula that you can use whenever you need to create new goals. The idea is to verify if all of them contemplate the mentioned aspects. This means that sometimes certain arrangements are needed for the set of properties to be satisfied.
Why are these goals so important?
Throughout your career as a manager, how many times have you not come across goals that are measurable but unattainable? There are still those that are relevant, achievable, and still measurable. However, the time limit available to reach them remains to be reviewed.
The use of the SMART methodology aims exactly to avoid this type of problem. Although at first glance, these flaws are mere details, experience shows that they often cause serious inconvenience.
In practice, it is as if the company went in circles because the difficulty of achieving the desired results is enormous. There is no point in assembling an agile HR team, made up of talented professionals if the process of defining goals is precarious.
This kind of thing gives a sense of amateurism to these people, who, sooner or later, tend to leave the company and go for a new lease of life. Therefore, developing goals in a methodical manner is also linked to employee engagement. At the same time, it contributes to the improvement of the so-called Employee Experience.
All of this is definitive for the organization to acquire a competitive edge against the competition and, thus, be able to reach more distant flights. After all, it is much easier to position the brand in a prominent place, as the company begins to achieve its goals in an expected way.
This effectiveness is viewed favorably by all stakeholders involved. From employees to suppliers to investors, everyone wants to be part of this success story.
How to create SMART goals in your company?
We know that what has been said so far is more than interesting. Just by imagining this progress being experienced in practice, managers’ eyes light up. However, the eternal question remains as to how, in fact, to adopt the SMART method in a functional and objective way.
The good news is that, as you can see, this is a somewhat self-explanatory methodology. Even if there is not so much secret, however, it is always appropriate to comment on some relevant points related to this goal creation system.
That way, you get the hang of it quickly. As you practice the method, it becomes part of your management routine. Let’s see in practice how this works.
One of the great difficulties faced daily by thousands of employees is the simple lack of clarity of the goals that are passed on to them. Believe me, few things bother an employee more than not knowing exactly what he needs to do or look for.
To eliminate this obstacle, be sure to basically point out the following:
- the reason for creating this goal;
- your target;
- the people in charge of achieving it;
- the mechanisms and tools used to do so.
Goals must also be measured, as the partial results obtained need to be monitored in some way. This is how, for example, the effectiveness of the set of strategies used during the process is evaluated.
If the positive evolution of numbers is too slow, this is a sign that the means chosen to generate them must be reviewed and replaced. Remember that there is also an ideal range (our last item) for completion and that it needs to be respected.
At the same time, every goal requires a dose of reality, which is not always in line with what would be ideal. If the perfect result is unfeasible, it needs to be discarded, at least for now.
As the team progresses, perhaps that seemingly distant goal becomes closer, looming on the horizon. Until then, though, you need to keep the team focused on what’s tangible.
People prioritize what produces satisfactory results after the campaign is over. Therefore, they feel the need to visualize a significant impact, which rewards all the effort spent in achieving a given objective.
By the way, note that finding the balance between a goal that is achievable and really relevant is a big challenge.
Finally, it is equally fundamental to establish deadlines, even if certain circumstances tend to extend them. That way, teams will know when to step up if the project is behind schedule.