How to write SMART goals and objectives
You sit down with your boss for a scheduled meeting and she begins with…
“Look it’s that time of year again. I don’t know why the company makes us do this. You know what you have to do and I know what I have to do. But we have to get on with it otherwise I’ll get harassed by HR for weeks. So here’s your objectives for the next year.”
That start has got you motivated in the same way a three toed sloth gets motivated to do a few laps of the forest. It’s the opposite, demotivating!
You may not have to imagine this scenario, something similar has possibly happened to you in a past job. A lot of people have experienced something like this.
You reluctantly sit down and start to read through the first objective, “Provide good service to all customers”. You agree with this statement, but immediately start to think “but I do that now”. This is the sort of thing that leaves the performance management process stalled at the starting gate.
So how do we solve this? Well, read on my friends.
Oh, but before you do, can we just point out that in this article we use the terms “objectives” and “goals” interchangeably.
Dude, those goals don’t motivate