Setting objectives

1. How to create SMART
Objectives

2. Why Do We Have Objectives?
• Objectives are like roads, they give
us direction
• Lend importance to work beyond
our normal responsibilities
• Identify important initiatives
• Align work with organization and
department initiatives
• Allow for collaborative work
environment
• Create synergy by bringing multiple
talents toward a project
• Provide development opportunities
• Help the organization move beyond
the here and now
• Move us forward strategically
• Allow a more focused execution
• Help in understanding the strategic
direction of the organization
• Help guide actions and allow for
planning
• Foster creativity and creation of
new processes and methods
• Help in increasing efficiency
• Help with talent retention
• Allow employees to use their talents
and strengths
• Success results in rewards

3. SMART Objectives
Specific
• What does it look like?
• What is the expected result?
Measurable
• What is the quality standard for the goal?
• How will you know you reached
the goal?
Attainable
• Can it be done?
• Is it practical and realistic?
• Is it within realm of authority and
capabilities?
Relevant
• Is it meaningful and significant?
• Is there a reason, purpose or benefit?
• Understand how it helps accomplish
company goals.
Time-Bound
• When must the goal be completed?
• What is the frequency and duration of
the project?

4. Goal Format
•Always begin with an action verb:
Create, develop, research, reduce, increase,
produce, expand, extend, determine
•Identify the end results:
•Should be singular
•Specific
•Measurable
•Establish the target date:
•Either a date or
•A period or phase of time

5. Objective Work Sheet
 Relevant: Why is the goal significant, how does it connect with your department’s goals?
__________________________________________________________________________________________________
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 Specific: What needs to be done? What is the outcome, the expected result and the final product?
__________________________________________________________________________________________________
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 Time Bound: When must the goal be completed? Are there milestones or phases?
___________________________________________________________________________________________________
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 Attainable: Is the goal realistic, practical, achievable? Is it within the scope and power of the owner?
___________________________________________________________________________________________________
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 Measureable: What are the measures of success? What is the quality standard?
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6. Keep in Mind
•Time and dates are not the metric
•Quality and efficiency are the metric
•Consider what is the deliverable and how it will
benefit the department and OSF
•Quality is the true measure of the goal
•Goals must be within scope and achievable
•Goals should be worked on throughout the year

7. Managers Responsibilities
•Guide goal development
•Assist team members in writing SMART
objectives
•Help team members understand the link
between goals and department/
company initiatives
•Set clear performance expectations for
team members
•Track progression of goals throughout
year with periodic meetings
•Give timely feedback
•Address performance issues promptly
Employees Responsibilities
•Start the goal writing process
•Create SMART objectives
•Ensure the objective is relevant and
aligns with department/ company
objectives
•Make objective challenging, exciting,
and developmental
•Create a plan of execution that is
throughout the year
•Facilitate the periodic update meetings
with leadership
•Ask for help and resources
•Use your talents and strengths
•Collaborate with peers

8. SMART
How and Why
• Specific
What is the end product?
• Measureable
Quality focus, how will it be
measured?
• Attainable
Within ability and scope of
responsibility
• Relevant
Meaningful, significant
• Time-bound
Duration, frequent, through
year, not last minute
Start
Begin the Process
Throughout the Year
Follow-up, Support
• Employee leads the
discussion in one-on-ones
regarding objectives
progression
• Discussion revolves
around successes and
challenges
• Manger confirms
objectives is still within
scope and level of
responsibility
• Employee lays out plan
for future progression
• Manager offers support
and advice
• Both agree to next
scheduled session
• Document results
• Manager defines goal
parameters based on
organization’s strategy
• Leader provides guidance
on creating SMART
objectives
• The employee identifies
candidate work for creating
objectives
• Employee creates goal
statements to share with
manager
• Manager hosts meeting to
refine and finalize
objectives

9. Preparation
Getting ready
• Identify what needs to be
accomplished
• Determine how you and
your department fit into
the organization’s strategy
and initiatives
• Align your resources and
team
• Get ideas from team
members for objectives
• Have team members start
writing the objectives
• Meet and refine initial
statements
• Allow owners to exercise
creativity and initiative
Delivery
Throughout the Year
Reinforcement
Follow-up, Support
• Bring examples to update
meetings
• Use a timeline or calendar
for updates
• Show finished products
• Guide the agenda and
lead the meeting if you
are the owner
• Involve those that helped
and supported
• Speak to challenges and
successes
• Show how the objective
took shape over the
course of the year
• Discuss lessons learned
and discoveries for future
objectives
• Follow the plan you
created
• Use outlook to schedule
time to work on objectives
• Schedule periodic update,
“how goes it” meetings
with leadership
• Keep the objective alive,
don’t make it an end of
year rush
• Use strengths and talents
• Involve other team
members
• Showcase successes

10. Preparation
Getting ready
• Identify what needs to be
accomplished
• Determine how you and
your department fit into
the organization’s strategy
and initiatives
• Align your resources and
team
• Get ideas from team
members for objectives
• Have team members start
writing the objectives
• Meet and refine initial
statements
• Allow owners to exercise
creativity and initiative
Delivery
Throughout the Year
Reinforcement
Follow-up, Support
• Bring examples to update
meetings
• Use a timeline or calendar
for updates
• Show finished products
• Guide the agenda and
lead the meeting if you
are the owner
• Involve those that helped
and supported
• Speak to challenges and
successes
• Show how the objective
took shape over the
course of the year
• Discuss lessons learned
and discoveries for future
objectives
• Follow the plan you
created
• Use outlook to schedule
time to work on objectives
• Schedule periodic update,
“how goes it” meetings
with leadership
• Keep the objective alive,
don’t make it an end of
year rush
• Use strengths and talents
• Involve other team
members
• Showcase successes