It’s that time of year again when your annual performance review is coming up, and it’s important to be prepared. It doesn’t matter if you’re looking to get a raise, secure a promotion, or simply gauge how you’re doing at your job.
Part of being prepared is having a clear understanding of your goals. Employees spend most of their time in the office, and they have very little time to do other things. 40hrs a week is no joke, and employees can easily become unproductive workaholics without SMART goals.
What Are SMART Goals?
SMART goals are specific, measurable, attainable, relevant, and time-bound. They are well-defined goals you can track and measure progress toward, and that fit within your larger objectives.
When setting SMART goals, it’s important to keep the following in mind:
Specific:
The goal should be clear and specific, so that you can focus on it and know when you’ve achieved it. Specifying goals entails answering crucial questions like who, when, what, which, why, and how?
Measurable:
The goal should be quantifiable so that you can track progress and know when you’ve achieved it. To measure a goal, ask yourself questions like how much/many, how will I know when it’s done?
Attainable:
The goal should be achievable and realistic based on the resources you have available and the time you have to achieve it.
If a goal is too ambitious, you may become discouraged if you don’t reach it. If it’s not ambitious enough, you may not be motivated to achieve anything worthwhile.
Relevant:
The goal should be relevant to your larger objectives and aligned with your values. Some employee goals are irrelevant to company objectives and can undermine what the company is trying to achieve.
Time-bound:
The goal should have a deadline or timeline associated with it, so that you can track progress and stay on track.
If a goal is not time-bound, it’s easy to push it off indefinitely and never complete it.
Why Are Employee SMART Goals Important for Work Evaluation?
Setting SMART goals as an employee helps boost your productivity and company value. You can outperform workaholics with SMART goals because they maximize your time, energy, and resources.
They also let you focus on what’s important, empowering you to get the most out of your workday.
If you’re not great at setting goals, don’t worry, we’ve got you covered if you’re looking to create SMART goals for your work evaluation. The following are some SMART work goal examples for employees.
Source: Pixabay
This goal is definitely SMART for an employee expecting to be evaluated. Let’s dissect it.
Specific?
This goal is extremely specific in that the employee knows exactly what they need to do to achieve it. The goal is also specific in that it includes a plan of action, such as optimizing images every two weeks.
Measurable?
Yes, 32% is a number that can be tracked and monitored, and the time frame is also measurable.
Achievable?
Yes: this goal is achievable as website speed can be increased incrementally over time.
Relevant?
This goal is highly relevant to the company as it improves website performance, leading to increased traffic and conversions.
Time-bound?
The 40-day time frame is realistic and achievable. It’s set to motivate an employee to conduct daily or weekly habits that lead to the desired outcome.
Source: Unsplash
This employee goal is more focused on personal development rather than professional productivity. Chemistry and teamwork among staff are integral to a company’s success, and this goal seeks to improve those essential foundations.
However, the goal could be more effective with some adjustments.
Specific?
This goal is specific as the employee seeks to become more sociable with office colleagues by attending company-sponsored social events.
The goal could be more specific by including a plan of action, such as introducing myself to at least three new colleagues at each social event.
Measurable?
Yes: attending ten events within a year is a number that can be tracked and monitored.
Achievable?
Yes: if the company usually hosts social events monthly or even quarterly, then ten events in a year are achievable.
Relevant?
This goal is relevant to the company’s culture and goals.
Time-bound?
The one-year time frame is realistic and achievable.
3. I will increase customer satisfaction rates by 10% within the next two months by surveying 100 customers per week and addressing their concerns promptly.
Source: Pixabay
This goal deploys a customer satisfaction survey as the primary means of determining whether or not customers are happy with my products and services. Its SMART framework is as follows:
Specific?
This goal is spot-on specific in that the employee knows exactly what they need to do to achieve it. The goal is also specific in that it includes a plan of action, such as surveying 100 customers per week.
Measurable?
Yes, 10% is a number that can be tracked and monitored, and the time frame is also measurable.
Achievable?
Yes, this goal is achievable as customer satisfaction rates can be increased incrementally over time.
Relevant?
This goal is highly relevant to the company as it improves customer retention rates and loyalty.
Time-bound?
The 2-month time frame is realistic and achievable. It’s set to motivate an employee to conduct daily or weekly habits that lead to the desired outcome.
4. To become better at time management, I will communicate with my supervisor regarding my upcoming deadlines one week in advance.
Source: Pexels
This goal will allow the employee to be more efficient with their time, ultimately reducing stress. Additionally, it will demonstrate to the supervisor their proactive initiative.
Specific?
Yes, this goal is specific as the employee knows exactly what they need to do to achieve it. However, it can be more specific by including a plan of action, such as sending a weekly email to the supervisor detailing upcoming deadlines.
Measurable?
Yes, the number of times the employee communicates with their supervisor can be tracked and monitored.
Achievable?
Yes, this goal is achievable as it only requires the employee to communicate with their supervisor regarding upcoming deadlines.
Relevant?
This goal is relevant to the company’s goals as it improves productivity and efficiency.
Time-bound?
The one-week time frame is realistic and achievable.
5. Achieve a 10% increase in sales within the next six months
Source: Unsplash
The SMART framework partially deployed for this goal is as follows:
Specific?
Unfortunately, this goal is not specific in that it does not state who’ll do what in which frequency to achieve incremental gains that tally to a 10% increase after six months. Will any daily or weekly habits change, or which extra efforts need to be put in to make this happen?
Measurable?
It’s measurable as 10% is a number that can be tracked and monitored.
Achievable?
Yes, if the company is doing well and making a profit, then an increase in sales is easily definitely achievable.
Relevant?
This goal is relevant to the company’s goals.
Time-bound?
The six-month time frame is realistic and achievable.
What’s the SMARTer way to phrase this goal?
I will increase my sales by 10% in the next six months by making at least two new sales pitches every week.
6. I will take two vacation days every quarter to prevent burnout.
Source: Pexels
This employee goal is more focused on personal development rather than professional productivity. However, it is still relevant to the company’s goals as it prevents employee absenteeism and increases retention rates.
Moreover, this goal compliments productivity as it allows the employee to come back from a vacation feeling rested, refreshed, and rejuvenated.
Specific?
This goal is specific as the employee seeks to take two vacation days every quarter to prevent burnout. However, it could be more specific by including a plan of action, such as using vacation days to visit family or friends.
Measurable?
Yes, taking two vacation days every quarter is a number that can be tracked and monitored.
Achievable?
Yes: If the company offers paid vacation days, two vacation days every quarter is easily achievable.
Relevant?
This goal is relevant to the company’s culture and goals as it depends on company policy on off days.
Time-bound?
The quarterly time frame is realistic and achievable.
7. I will participate in at least one training session offered by the company every quarter.
Source: Pexels
This goal is focused on professional development and is relevant to the company’s goals as it increases employee productivity.
Specific?
This goal is specific as the employee seeks to participate in at least one training session offered by the company every quarter. However, it could be more specific by including a plan of action, such as signing up for the training session as soon as it is announced.
Measurable?
Yes: participating in one training session every quarter is a number that can be tracked and monitored.
Achievable?
Yes: if the company offers quarterly training sessions, participating in one of them is something achievable.
Relevant?
This goal is relevant to the company’s culture and goals as it increases employee productivity.
Time-bound?
The quarterly time frame is realistic and achievable. It will prevent procrastination as the employee has a set timeframe for completing the goal.
8. To reduce stress and increase productivity, I will take a 15-minute break every two hours worked to walk outside for some fresh air.
Source: Pexels
The framework for this goal partially meets the SMART framework that helps employees to excel.
Specific?
This goal is specific as the employee knows exactly what they need to do to achieve it.
Measurable?
It’s measurable as employees can track and monitor how often they take breaks unless they’re too busy. They can check any time they feel distracted or overwhelmed.
Achievable?
This goal is achievable as it only requires the employee to take a 15-minute break for every two hours worked. However, it may not be achievable if the management is hostile to the idea of employees taking breaks.
Relevant?
This goal is relevant to the company’s goals as it improves productivity and efficiency. However, managers could perceive this goal as time-wasting and not relevant to the company’s goals.
Time-bound?
This goal is not time-bound as there is no specific timeframe in which the employee needs to achieve it. However, it can be more effective if the employee sets a goal to take a break every two hours for a week and then reassesses how they feel.
9. To be better prepared for projects, I will create a list of tasks to be completed the night before each project is due.
Source: Pexels
This employee goal for evaluation season misses the SMART framework threshold in two areas. Let’s take a closer look.
Specific?
This goal is specific as the employee knows exactly what they need to do to achieve it. However, it can be more specific by including a plan of action, such as setting a reminder on their phone or computer to create the list.
Measurable?
Yes: the employee can track and monitor how often they create a list of tasks to be completed the night before each project is due.
Achievable?
This goal is achievable as it only requires the employee to create a list of tasks to be completed the night before each project is due.
Relevant?
This goal does not meet all relevance criteria as it is not clear how this will help the company. It insinuates the employee is a last-minute deadline worker, which is not always relevant to the company’s goals.
Time-bound?
No: this goal is not time-bound as there is no specific timeframe in which the employee needs to achieve it. It can be more effective if the employee aims to create a list of tasks to be incrementally completed by the night before each deadline.
The SMART way to state this goal would be: “To be better prepared for projects and company goals, I will create a list of tasks to be incrementally completed by the night of each deadline by setting daily reminders on my phone and computer.”
10. I will develop a new employee onboarding program that will reduce turnover rates by 5% within six months by conducting focus groups and analyzing data.
Source: Pexels
Does this goal sufficiently deploy the SMART framework that helps employees to do well in their annual work evaluations? Let’s dissect it.
Specific?
This goal is extremely specific in that the employee knows exactly what they need to do to achieve it. The goal is also specific in that it includes a plan of action, such as conducting focus groups and analyzing data.
Measurable?
It’s measurable as 5% is a number that can be tracked and monitored, and the time frame is also measurable.
Achievable?
This goal is achievable as turnover rates can be decreased incrementally over time.
Relevant?
This goal is highly relevant to the company as it improves employee retention rates.
Time-bound?
The six-month time frame is realistic and achievable. It’s set to motivate an employee to conduct daily or weekly habits that lead to the desired outcome.
11. I will improve team productivity by 15% in the next quarter by hosting weekly stand-up meetings, setting goals, and tracking progress.
Source: Pexels
This goal will help improve team productivity by ensuring that everyone is on the same page and knows what needs to be done. Additionally, it will help identify any potential roadblocks that may arise. Its SMART framework is as follows:
Specific?
This goal is extremely specific in that the employee knows exactly what they need to do to achieve it. The goal is also specific in that it includes a plan of action, such as hosting weekly stand-up meetings and setting goals.
Measurable?
It’s measurable; 15% is a number that can be tracked and monitored, and the time frame is also measurable.
Achievable?
Yes: this goal is achievable as team productivity can be increased incrementally over time.
Relevant?
This goal is highly relevant to the company as it improves team efficiency and output.
Time-bound?
The 1-quarter time frame is realistic and achievable. It’s set to motivate an employee to conduct daily or weekly habits that lead to the desired outcome.
12. I will increase website traffic by 20% within the next month by conducting keyword research and optimizing site content.
Source: Pixabay
This goal doesn’t deploy the SMART framework, and an employee could improve it for better performance. Let’s dissect it to find out how.
Specific?
It’s specific as SMART goals should be as the employee doesn’t know exactly what they need to do to achieve it. The goal is also a bit vague, as it only mentions keyword research and optimized content. SMART goals are supposed to be actionable.
Measurable?
It’s measurable as 20% is a number that can be tracked and monitored, and the time frame is also measurable.
Achievable?
Not achievable: you cannot merely peg web traffic growth to keyword research and optimized content. SEO is dynamic, and the goal is overzealously ambitious.
Relevant?
This goal could be more relevant to the company. It’s an important metric, but there are other measures of success for a website. Thus, this goal is somewhat relevant.
Time-bound?
The 1-month time frame is realistic, and impressive milestones could be achieved within a month if the website isn’t optimized currently.
A SMART goal for this scenario could be: I will increase website traffic by 10% within the next month by conducting keyword research, optimizing site content, and conducting social media outreach.
Source: Pixabay
Just how comprehensive does the employer deploy the SMART framework when designing a goal? Let’s dissect it to evaluate.
Specific?
This goal is extremely specific in that the employee knows exactly what they need to do to achieve it. The goal is also specific as it includes an action plan entailing creating and scheduling daily posts, responding to comments, and holding weekly Twitter chats.
Measurable?
It’s measurable as 10% is a number that can be tracked and monitored, and the time frame is also measurable.
Achievable?
This goal is achievable as social media engagement can be increased incrementally over time.
Relevant?
This goal is highly relevant to the company as it improves team efficiency and output.
Time-bound?
The 2-week time frame is realistic and achievable. It’s set to motivate an employee to conduct daily or weekly habits that lead to the desired outcome.
14. I will create a new product line that will grow the company’s revenue by 10% over the next fiscal year by conducting market research, developing a business plan, and working with the manufacturing team.
Source: Pexels
Let’s dissect this goal to see why it’s slightly off the SMART framework for employees.
Specific?
This goal is extremely specific in that the employee knows exactly what they need to do to achieve it. Its action plan is also feasible, though not as detailed as it could be.
Measurable?
It is measurable 10% is a number that can be tracked and monitored, and the time frame is also measurable.
Achievable?
This goal is achievable as the company’s revenue can be increased incrementally over time.
Relevant?
This goal is somewhat relevant to the company as it improves team efficiency and output.
Time-bound?
The next fiscal year is a reasonable time frame in which to achieve this goal. However, the timeline could be more specific, such as setting milestones for each quarter or month.
15. I will reduce customer churn by 3% in the next quarter by surveying customers monthly and proposing the implementation of their feedback into company policy within 30 days of refined consultations.
Source: Pixabay
This goal ultimately seeks to help improve customer satisfaction and loyalty. Its SMART framework is as follows:
Specific?
This goal is extremely specific in that the employee knows exactly what they need to do to achieve it. The action plan is also impressively detailed.
Measurable?
It’s measurable 3% is a number that can be tracked and monitored, and the time frame is also measurable.
Achievable?
This goal is achievable as customer churn can be reduced incrementally over time.
Relevant?
This goal is highly relevant to the company as it improves team efficiency and output.
Time-bound?
The next quarter is a reasonable time frame for achieving this goal.
A Few More Examples of SMART Employee Goals for Work Evaluation
1. I will develop a new process that will reduce the time it takes to complete orders by 20% in the next quarter by analyzing the current process, identifying bottlenecks, and implementing changes.
2. I will increase sales in my territory by 15% in the next quarter by developing a targeted list of prospects and conducting weekly follow-up calls.
3. I will reduce the number of errors in our monthly reports by 5% in the next quarter by proofreading them before they are sent out.
4. I will increase the number of new clients we onboard by 20% in the next quarter by developing a system for tracking and following up with leads.
5. I will improve communication with my team by 10% in the next quarter by sending out a weekly update email and holding a monthly team meeting.
Final Thoughts
Can you dissect the five employee goals to assess their degree of SMARTness?
As you can see, using the SMART goal-setting framework helps ensure your work is aligned with the company’s objectives. You will be well on your way to becoming a top performer at your organization if you can set and achieve SMART goals.
Don’t forget that a goal must meet all five criteria to truly be SMART. It’s not a SMART goal if it falls short in even one area.
Cassie Riley has a passion for all things marketing and social media. She is a wife, mother, and entrepreneur. In her spare time, she enjoys traveling, language, music, writing, and unicorns. Cassie is a lifetime learner, and loves to spend time attending classes, webinars, and summits.