1 Answer

1. Specific –Specifically define what you expect the employee to do/deliver. Avoid generalities and use
action verbs as much as possible. The level of detail you need to provide depends on the employee's
personality and their experience level. For example, a highly autonomous or experienced employee will
need less detail than a less confident or seasoned one. (concrete, detailed, well defined).
2. Measurable – You should be able to measure whether the employee is meeting the goals or not.
Identify how you will measure success - usually stated in terms of quantity, quality, timeliness or cost
(e.g. increase by 25%).
3. Achievable - Make sure that accomplishing the goal is within the employee's realm of authority and
capabilities. While considering whether a goal is actionable/achievable, you also need to consider the
employee's total set of goals. While each individual goal may be achievable, overall, you may be
assigning the employee more goals than they could reasonably be expected to successfully complete.
4. Realistic – Can the employee realistically achieve the objectives with the resources available?
Ensure the goal is practical, results-oriented and within the employee's realm of authority and
capabilities. Also, Relevant: Where appropriate, link the goal to a higher-level departmental or
organizational goal, and ensure that the employee understands how their goal and actions contributes to
the attainment of the higher level goal. This gives the employee a context for their work.
5. Time-bound – When does the objective need to be completed? Specify when the goal needs to be
completed (e.g. by the end of Q2, or every month).

country bumpkin

Nice work, ROMOS!