Managing Employee Performance Blog

Creating Behavior Based SMART Goals

  

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When we think of goals we typically think of areas of performance that are quantifiable and measureable.  Reduce errors by 50% or increase sales by 15% are examples of measurable goals.  The two biggest challenges in creating behavior based goals are setting the time frame and measuring the behavior change.  Here's how to do that:

• The measurement is "observation and feedback"
• The time frame is "now - ongoing" (unless training is required beforehand- the training takes place and then the behavior should be observable)
  
  Here's an example of a behavior based performance issue translated into a SMART goal (you'll probably get that this person was rude and nasty in his email communications):
  
  Goal: Jack is most effective when dealing with colleagues/peers in person. When conflict arises I would like Jack to forgo email communications as a first resort and instead utilize his in person communication skills where he comes across as collaborative and respectful. Increase of in person communication with an emphasis on consistently utilizing respectful business language communication skills. Hold off resolving conflict with email as the primary communication medium.
  
  Complete By:   Now- ongoing
  
  Measurement: Observation and Feedback
  
  Backing up a bit this was an area for development for this individual and what you see above is that information translated into a SMART goal.

Conclusion
When goals are put into writing there is a better chance that the employee will successfully meet the new expectations.  Behavior based goals can and should be translated into specific, measurable, attainable  relevant, attainable and time bound objectives. 

See our Creating Behavior Based SMART Goals Workshop description.  Any behavior based development issue can be translated into a goal- we'll show you how.