Effective Performance Management by setting S.M.A.R.T Goals



A great refresher course for Executives, management members, and possibly a new concept first time supervisors, any members in an organization responsible for setting objectives for others and accountable for attaining their success.

Companies, Executives, and Management set goals for employees and the employees that are assigned the goals, many times are disappointed because they are unable to reach their objectives set forth for them by either the Board of Directors, Executives or by Management.

How can we change this around to ensure you are able to meet the objectives that are set for you during your annual review or at any time of the year?

It is important to define for the audience the difference between daily responsibilities, such as employee attendance or achieving a sales’ goal/target. Discuss the difference? Some define these terms as having an intention, purpose, target, or an aim. With these terms in mind, let’s introduce S.M.A.R.T. objectives. How do you define your employees’ goals / objectives? A goal must be Specific? You must ensure the goal is clear and Specific.

Your employee must clearly understand what is expected. Secondly, is the goal Measurable? Typically, many managers will state, of course, it’s easy if you’re in Sales, but I’m in Accounting. In Accounting, our goals are not Measurable…Are you sure? Of course, percentage of invoices processed each day with less than .05% errors is a Measurable goal? The number of invoices processed is also a Measurable goal? What would happen if you are under pressure to increase the number of invoices processed daily, but cannot increase staff or improve the technology or headcount? Is the target Attainable? If your staff has been processing an average of 50 invoices daily with an error rate of less than .05% and now you increase the objective to 75 invoices with the same error rate, is the new objective Attainable? If the goal is absolutely unattainable, some of the employees will put a true effort while others will try and give up, while others they will ignore the goal all together. As a manager, your objective is to see your employees succeed and not fail.

To ensure success in reaching your goal/objective, it must have Relevance, which means you share why the objectives are Relevant to the employee, department and the company. You will be amazed at the outcome when employees are on the same pages as you and understand why together you are trying to reach a Specific objective. The Company’s vision becomes owned by executives and the employees.

The Final step to the S.M.A.R.T. objective(s) is Time Bound. When is the deadline? ASAP…have different meanings for everyone? My definition of ASAP is within the next 30 minutes, the definition for my former boss’ definition of ASAP was within a week or two. It has been said, a goal without a deadline, is only a dream.

How do you ensure your objectives/goals are S.M.A.R.T. goals? Practice, practice in creating S.M.A.R.T. goals. Practice makes it easier.

Areas to be Covered:

Art of Setting SMART goals
S – Specific
M – Measurable
A – Attainable
R – Relevant
T – Time-Bound
Allowing Managers/Supervisors a method of setting objectives & goals for employees
Making Managers and Employees accountable for their performance

Who will Benefit:

Human Resource Professionals
HR Generalists
Entire Sales Team
Newly appointed Team Lead, Supervisor, Manager
Company Heads
Management Team
Entire organization or anyone looking to improve performance management

June Jeong

June is a Human Resources Executive with a distinguished career with effective leadership skills and proven results. She is a performance driven leader whose talents lie in strategic planning, employee engagement, dispute resolution, and mentoring and coaching aimed at strengthening the development of individuals and organizations.

June is also an expert in Human Resource Management holding executive level positions in Global Fortune 100 companies as well as with multiple publically traded companies in the private sector.

June has experience overseeing hundreds of clients in the technology, healthcare, financial, and professional sector with over eleven thousands employees.

June is a nationwide subject matter expert speaker in areas of improving performance management, teambuilding, prevention of sexual harassment and hiring skills to name a few.

June is the founder and CEO of eqHR Solutions, Inc. based out of Orange County providing partial to full service outsourced HR services consulting to small to mid-size companies in Southern California.

June holds her MBA with a concentration in Leadership and a Human Resources Certificate. She is an active member of the Society for Human Resources Management (SHRM) and is currently obtaining her Professional Certified Coach (PCC) license.


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