Individuals and organisations often fail to meet expectation/KPIs/performance metrics as a result of poor clarity, communication, goal setting and employee engagement..

One form of expectation against which performance is measured is goals. Goals are normally considered to be an endpoint. If they are too large, complex or far away it can be hard to see how to get there. If they are too simple it may not provide motivation

It is important to provide a mix of “why” and “how” in goal setting and provide realistic steps or chunks to reach the goal.

Goals are normally the end point of a game play. Objectives are focus points on the way. Once we have balanced and chunked goals we need to make sure they are clear. Without clear communication or goals/objectives we cannot be sure we have effective focus. To make sure objectives are clear check them with the acronym S.M.A.R.T.

Specific

• What specifically is to be achieved?
• Is it clearly defined?
• Is it understandable to the employee/team member?
• Does it focus on the result to be achieved?

Measurable

• How can you determine how well the expectations have been achieved?
• Some expectations can be measured by quantifiable means (i.e. in numbers, accuracy level, volume, etc.).
• Some expectations can be measured by qualitative means (i.e. specific and observable behaviors).

Aligned

• Does the objective align with Organisation’s mission, objectives, and goals?

Realistic

• Are expectations realistic.
• They should be reasonable in terms of expense, capacity, and available resources, and they must fit with the expectations of internal and external customers and markets.
• They also need to challenge the employee/team member in order to be meaningful.

Time-based

• What is a reasonable time frame for achieving the expectation?
• Time frames ensure a proactive approach to achieving results and guide actions in a results-oriented way.

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