(SMART) Target Setting – Checklists

Why is target setting important? Through cascading higher level strategy into specific, challenging objectives, we empower employees at each level to act with urgency, accountability and empathy to achieve expected results.

Targets are the result of a hopefully meaningful dialogue (between managers and their employees) which agrees the expected performance and expected results (what) for each employee over the coming year and the way (how) to work to reach the results. It forms the basis of your annual evaluation. It is a living document and should be updated throughout the year if significant changes occur in job responsibilities (e.g. new job or promotion) or in team’s objectives and business requirements (e.g. project is canceled, priorities are adjusted). Checklists could setting strong targets.

 Are the targets SMART (this list should be already well known/used)?

Specific: Does the target answer the questions: who, what, when, where, and why?

Measurable: Does the target specify in measureable terms what should be achieved? Can you measure the target using either quantitative or qualitative assessments?

Achievable/Attainable: Can you achieve the target given the resources that are at your disposal? Are the targets challenging yet achievable? Is there enough stretch to it but the employee is still able to impact the results through their performance?

Relevant/Realistic: Is the target in alignment with the targets of your manager, team, and the organization as a whole? Does the target focus on results of performance vs. job description responsibilities or to do list?

Time bound: Do you have a clear start and end date for your goal?

 In addition are your targets...?

• Mutually Developed? Are the targets developed with manager/employee input and agreement?
• Differentiated? Do the targets specify this person's contribution vs. others (manager, direct report, etc.)?
• Linked? Are the targets aligned with Company Strategy and other business units, teams, etc.?
• Prioritized? Have priorities been discussed/assigned?
• Too few/too many? Are there a challenging but realistic number of targets?

In addition commitment plays a role in Target Setting. The greater an individual employee’s commitment to a goal, the greater the chance that he/she will successfully accomplish the work. Typically, the more involvement employees have in their goals, the more committed they will be. Therefore

• Share Company Strategy and targets, your unit targets and communicate/discuss about the link between these and your team’s targets
• Share your own targets with employees and explain how their targets should support the team and your targets
• Ask employees to draft their own targets and then discuss with you
• Mutually reach a decision
• Keep in mind the skill level of an employee, ensuring that the targets are attainable but also stretch him/her – document any changes to the development plan (employees want to continue to grow and learn new skill sets along the way)

Examples of strong targets

• Develop and implement a new product selling and delivery approach that secures 15 new clients at $15,000 each by the end of the year
• Complete all Extended Line Development by the end of Q-2 while maintaining a quality target of 85% or above
• Create a marketing campaign for ABC Product, get approval from Senior Leadership by May 1 and transition to implementation by July 30

Examples of weak targets

• Participate in the development of the new 3D coding project
• Investigate new technologies and troubleshooting strategies for deployed equipment
• Ensure the team is able to meet their objectives and performance targets
• Provide support and expertise to web harvesting efforts
• Work on the DEF project as needed
• Increase my participation in the ZYZ implementation project