{"id":8354,"date":"2024-04-28T12:39:00","date_gmt":"2024-04-28T10:39:00","guid":{"rendered":"https:\/\/nailted.com\/blog\/?p=8354"},"modified":"2024-04-29T13:17:00","modified_gmt":"2024-04-29T11:17:00","slug":"how-to-define-smart-goals-for-employees-after-a-performance-review","status":"publish","type":"post","link":"https:\/\/nailted.com\/blog\/how-to-define-smart-goals-for-employees-after-a-performance-review\/","title":{"rendered":"The SMART Framework: How to write SMART goals"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"8354\" class=\"elementor elementor-8354\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-cc11f31 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"cc11f31\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;945e744&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-3d5b5ac\" data-id=\"3d5b5ac\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-1c6f8494 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"1c6f8494\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;ddb8cda&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-14790c7a\" data-id=\"14790c7a\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-aeeeb48 elementor-widget elementor-widget-text-editor\" data-id=\"aeeeb48\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Aligning employees based on goals is an essential part of any team&#8217;s performance. <\/span><b>Setting goals allows us to define a roadmap to success: where we are and where we want to go<\/b><span style=\"font-weight: 400;\">. In this way, we can evaluate their progress over time, detect trends, strengths, irregularities and opportunities for improvement. But for this to happen, <\/span><b>we must ensure that we have defined our goals in the right way<\/b><span style=\"font-weight: 400;\">. This is what SMART goals are for.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-d22135c elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"d22135c\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;ddb8cda&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-e94debf\" data-id=\"e94debf\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-71d0bbc elementor-widget elementor-widget-heading\" data-id=\"71d0bbc\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">What is a SMART goal?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-77b460c elementor-widget elementor-widget-text-editor\" data-id=\"77b460c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">It is very likely that before arriving here you have already heard about <\/span><b>SMART goals, a goal setting methodology that started more than 40 years ago<\/b><span style=\"font-weight: 400;\">. The SMART goals concept was launched by George T. Doran in the 1980s with the publication of \u201c<\/span><a href=\"https:\/\/www.amazon.com\/Drucker-Profession-Management-Harvard-Business\/dp\/1591393221\"><span style=\"font-weight: 400;\">On the profession of management<\/span><\/a><span style=\"font-weight: 400;\">\u201d. But it was Paul J. Meyer who popularized the term in the business sector with the publication of \u201c<\/span><a href=\"https:\/\/www.amazon.com\/-\/es\/Paul-J-Meyer\/dp\/0898113040\"><span style=\"font-weight: 400;\">Attitude is everything<\/span><\/a><span style=\"font-weight: 400;\">\u201d.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-53c7620 elementor-widget elementor-widget-text-editor\" data-id=\"53c7620\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">To achieve an ambitious goal, being clear about what we want to achieve is the first step, but without establishing a path to achieve it, it will be very difficult to make it happen. This is where SMART objectives come into play. The term SMART is an acronym which gives us clues about the steps we must follow for the definition of objectives that will guide us on the road to success.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7c18b1b elementor-widget elementor-widget-text-editor\" data-id=\"7c18b1b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>SMART goals refer to goals that should be:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Specific<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mesurable<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Achievable<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Relevant<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Time-bound<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-39dc400 elementor-widget elementor-widget-text-editor\" data-id=\"39dc400\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">It is based on these characteristics that SMART goals are written. Take a look at a<\/span><b> section below on writing SMART goals <\/b><span style=\"font-weight: 400;\">to find out how to do it the right way.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7518b05 elementor-widget elementor-widget-heading\" data-id=\"7518b05\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">What are the benefits of SMART goals?<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-61a85bc elementor-widget elementor-widget-text-editor\" data-id=\"61a85bc\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Nowadays there are few work teams in companies that in one way or another have SMART goals. <\/span><b>Implementing the SMART framework in a company helps to:<\/b><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8c3327e elementor-widget elementor-widget-text-editor\" data-id=\"8c3327e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Define <\/span><b>clear targets<\/b><span style=\"font-weight: 400;\"> that can be understood by all team members.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">These clear targets must be <\/span><b>realistic<\/b><span style=\"font-weight: 400;\">. There is no point in defining overly ambitious goals that are impossible to achieve.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Focus<\/b><span style=\"font-weight: 400;\"> actions in a specific direction, with a precise approach that avoids distractions or confusion.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Measure without errors<\/b><span style=\"font-weight: 400;\">, so that defining success becomes an objective aspect.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Motivate<\/b><span style=\"font-weight: 400;\"> the team. Any form of measurement motivates the team to make ever-increasing progress in the percentage of achievement of its goals.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Prioritize<\/b><span style=\"font-weight: 400;\"> based on their current relevance and contribution to the success of the organization.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Adapt<\/b><span style=\"font-weight: 400;\"> to change. SMART goals allow such a level of granularity in their definition that they are considered 100% adaptable to any situation or change that may arise.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provide <\/span><b>transparency <\/b><span style=\"font-weight: 400;\">in organizational terms by defining clear goals for all employees.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Learning <\/b><span style=\"font-weight: 400;\">based on progress, mistakes and successes.<\/span><\/li><li aria-level=\"1\"><span style=\"font-weight: 400;\">Promote sustainability by defining realistic and achievable goals that <\/span><b>encourage vertical growth<\/b><span style=\"font-weight: 400;\"> of the organization.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-667958a elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"667958a\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;e5fa18c&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-100bff2\" data-id=\"100bff2\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-3b40027 elementor-widget elementor-widget-heading\" data-id=\"3b40027\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">What does the acronym SMART stands for, with examples<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-18772b5 elementor-widget elementor-widget-text-editor\" data-id=\"18772b5\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">As we have already mentioned, SMART refers to specific, measurable, achievable, relevant and time-bound objectives. <\/span><b>But what exactly does each of these indicators refer to?<\/b><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0338684 elementor-widget elementor-widget-spacer\" data-id=\"0338684\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0d183a9 elementor-widget elementor-widget-image\" data-id=\"0d183a9\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" width=\"1024\" height=\"682\" src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2024\/04\/Imagenes-blog-1024x682-40-45x30.png\" class=\"attachment-large size-large wp-image-12496 lazy\" alt=\"SMART Methodology for the creation of SMART goals\" data-srcset=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2024\/04\/Imagenes-blog-1024x682-40.png 1024w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2024\/04\/Imagenes-blog-1024x682-40-300x200.png 300w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2024\/04\/Imagenes-blog-1024x682-40-768x512.png 768w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2024\/04\/Imagenes-blog-1024x682-40-45x30.png 45w\" data-sizes=\"100vw\" data-width=\"1024\" data-height=\"682\" data-src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2024\/04\/Imagenes-blog-1024x682-40.png\" srcset=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2024\/04\/Imagenes-blog-1024x682-40-45x30.png 45w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2024\/04\/Imagenes-blog-1024x682-40-300x200.png 300w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2024\/04\/Imagenes-blog-1024x682-40-768x512.png 768w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2024\/04\/Imagenes-blog-1024x682-40.png 1024w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b090f4f elementor-widget elementor-widget-heading\" data-id=\"b090f4f\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Specific goals<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1ed46a5 elementor-widget elementor-widget-text-editor\" data-id=\"1ed46a5\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The SMART goals framework is governed by the definition of<\/span><b> very concrete goals, where there is no room for double interpretations<\/b><span style=\"font-weight: 400;\">. Thus, to ensure compliance, you must confirm that the objective is specific to the job that the designated person is performing.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-127b701 elementor-widget elementor-widget-text-editor\" data-id=\"127b701\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>&gt; Example:\u00a0<\/b><\/p><p><span style=\"font-weight: 400;\">We may want to increase the volume of employee survey participation, and that would be a very valid goal. But without knowing exactly what we want to achieve, how would we know if we have achieved the goal? To define a specific goal we must go into more detail: \u201cincrease the volume of participation in employee satisfaction surveys\u201d. Here we know exactly what kind of employee surveys we are referring to, exactly what our goal is.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b859151 elementor-widget elementor-widget-heading\" data-id=\"b859151\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Measurable goals<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cadabe9 elementor-widget elementor-widget-text-editor\" data-id=\"cadabe9\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">This is perhaps the most important indicator to bear in mind. And not only for the SMART methodology; <\/span><b>we should never define goals that we cannot measure<\/b><span style=\"font-weight: 400;\">. Otherwise, how would you evaluate the success or failure of your actions? While evaluating the progress of a goal we must be able to know to what extent the goals are being achieved. That will give us measurable goals.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-065806f elementor-widget elementor-widget-text-editor\" data-id=\"065806f\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>&gt; Example<\/b><span style=\"font-weight: 400;\">:\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">We might want to measure the engagement and satisfaction of our employees, but what would tell us that this goal has been met?<\/span><\/p><p>\u00a0<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The definition of the metric to measure: eNPS<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The definition of a target (same concept as discussed in the previous point): +55<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The possibility of measurement: here comes the crux of the matter, do we have a method of collecting information that allows us to measure this data? In this case, it would be enough to have a People analytics tool that provides us with this information, for example.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-77d7de8 elementor-widget elementor-widget-heading\" data-id=\"77d7de8\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Achievable goals<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-124cce9 elementor-widget elementor-widget-text-editor\" data-id=\"124cce9\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">By achievable we mean realistic. <\/span><b>Is it a goal that is possible to achieve based on our projection and the resources we have?<\/b><span style=\"font-weight: 400;\"> Here we must not only take into account the economic power of the company or team, but also the human hands that will be available to carry out the actions.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-feb64ac elementor-widget elementor-widget-text-editor\" data-id=\"feb64ac\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">By achievable we mean realistic. <\/span><b>Is it a goal that is possible to achieve based on our projection and the resources we have?<\/b><span style=\"font-weight: 400;\"> Here we must not only take into account the economic power of the company or team, but also the human hands that will be available to carry out the actions.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6df8d17 elementor-widget elementor-widget-text-editor\" data-id=\"6df8d17\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>&gt; Example:<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">We could set the goal of having a customized career plan for all 300 employees within two months. But with 2 employees in the people department, it is not feasible to define customized career plans for each employee. In this case, we could define specific career plans by department and seniority, for example, which could help us reduce the work from 300 career plans to 30. This would make it an achievable goal.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c008b1b elementor-widget elementor-widget-heading\" data-id=\"c008b1b\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Relevant goals\n<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-97da7a7 elementor-widget elementor-widget-text-editor\" data-id=\"97da7a7\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">An objective is relevant when <\/span><b>it is in line with the company&#8217;s future and business objectives<\/b><span style=\"font-weight: 400;\">. If the objective we are defining goes in the opposite direction, what would be the point of achieving it? To do this, it is important to have a thorough understanding of the company&#8217;s situation and the problem we are trying to solve.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e39a943 elementor-widget elementor-widget-text-editor\" data-id=\"e39a943\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>&gt; Example:<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">Let&#8217;s take the case of a company that has a turnover rate of 35% and wants to set a goal of reducing it to 15%. You could define an action plan that would be to design ad hoc career plans for employees, but maybe your problem is not in career development, but in workload. In this case, it would be useless to prepare career plans as a means to progress in the objective, because it is something that, presumably, would not impact on your improvement. In this case, it would be more interesting to define actions to reduce this workload.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d1c2324 elementor-widget elementor-widget-heading\" data-id=\"d1c2324\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Time-bound goals<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-34b1019 elementor-widget elementor-widget-text-editor\" data-id=\"34b1019\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The objectives that we define must be <\/span><b>encompassed within a specific time frame<\/b><span style=\"font-weight: 400;\">, they must be limited to a specific time. This step is delicate since the time defined for the fulfillment of an objective can make it go from being feasible to not being feasible.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bfc3cd6 elementor-widget elementor-widget-text-editor\" data-id=\"bfc3cd6\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>&gt; Example:<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">Let&#8217;s go back to the case of defining career plans for the 300 employees. It is not the same to say that we will define 30 career plans in 2 months than in 2 weeks, is it? The possibility of achieving the objective varies enormously. Here we must assess in what time frame it is feasible to achieve those results and adjust the rest of the parameters so that they can remain Achievable and Relevant, regardless of the time period in which the objectives are achieved.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4f45541 elementor-widget elementor-widget-text-editor\" data-id=\"4f45541\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Now that we are clear on how each of the indicators that make up the SMART methodology works, let&#8217;s look at how to write SMART goals to make them truly effective.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-7bcf6c0 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"7bcf6c0\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;203b0c1&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-a2def7f\" data-id=\"a2def7f\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-af6b5f8 elementor-widget elementor-widget-heading\" data-id=\"af6b5f8\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">How to write SMART goals in 5 steps<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5299e6f elementor-widget elementor-widget-text-editor\" data-id=\"5299e6f\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">As we have just seen, SMART indicators give us the keys to define goals efficiently. Now we just need to know how to interpret them correctly and align them with our needs.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7d5ca55 elementor-widget elementor-widget-text-editor\" data-id=\"7d5ca55\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>Follow the steps below and in no time you will have SMART goals ready to evaluate the success of your objectives.<\/b><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8f47b52 elementor-widget elementor-widget-heading\" data-id=\"8f47b52\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">1. Analyze the current situation<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-014b528 elementor-widget elementor-widget-text-editor\" data-id=\"014b528\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The first step, before getting down to defining the goals, is to <\/span><b>analyze the current situation<\/b><span style=\"font-weight: 400;\">. To do this, <\/span><b>use the following questions<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d051590 elementor-widget elementor-widget-text-editor\" data-id=\"d051590\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What improvements have we detected in the department?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How many people are in the team?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How many goals can each person in the team assume? At Nailted we recommend a maximum of 4 or 5. Always taking into account the scope of each problem and whether it will be possible to focus exclusively on them. If this is not the case, it should be reduced to a maximum of 2.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Which issues have the highest and lowest priority? It is time to make a list to see which issues are unavoidable and which ones can be dealt with in a second phase.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5d928ba elementor-widget elementor-widget-heading\" data-id=\"5d928ba\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">2. Define a specific goal<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-849cec4 elementor-widget elementor-widget-text-editor\" data-id=\"849cec4\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Once we have our prioritized list of issues to address, the next step is to address the first SMART indicator: Specific. <\/span><b>How do we define specific goals?<\/b><span style=\"font-weight: 400;\"> You probably already have an idea of a goals in mind, <\/span><b>ask yourself the following questions<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e2a083e elementor-widget elementor-widget-text-editor\" data-id=\"e2a083e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What does the goal seek to achieve?\u00a0<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does the goals have double interpretations? If the answer is yes, we should adjust the definition of the goal.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the \u201cwhat for\u201d of the goal clear? If the answer is no, the goal is not specific enough.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the goal relevant to the person or area responsible for it? If the answer is no, we should check whether the problem is in the definition of the goal or in the assignment of the responsible person.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2d72fa1 elementor-widget elementor-widget-heading\" data-id=\"2d72fa1\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">3. Ensure that the goal can be monitored<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-03ca041 elementor-widget elementor-widget-text-editor\" data-id=\"03ca041\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The third step in writing SMART goals addresses the second SMART indicator: Measurable. <\/span><b>Have we defined a measurable goal? We continue to ask ourselves questions<\/b><span style=\"font-weight: 400;\"> to ensure that our goal is valid:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e9f419b elementor-widget elementor-widget-text-editor\" data-id=\"e9f419b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are there any measurable metrics behind our goal? If the answer is no, we will need to revisit the goal and find a way that it can be aligned with a metric that will help in its measurement.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Have we defined a target to be achieved? We need to define a numerical target, something that defines where the goal is that we need to get to.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do we have a method of collecting information that will allow us to measure this data? If not, we have two options: we can re-evaluate the goal to define one from which we can extract data. Or we can review what methods or tools will allow us to get the information we need.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-759495e elementor-widget elementor-widget-heading\" data-id=\"759495e\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">4. Ensure that the goal is achievable, relevant and time-bound<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b8bb40d elementor-widget elementor-widget-text-editor\" data-id=\"b8bb40d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The fourth step in writing SMART goals encompasses the last three SMART indicators: <\/span><b>Achievable, Relevant and Time-bound<\/b><span style=\"font-weight: 400;\">. We continue with the questions to confirm that our goal is successful:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-deb0f3f elementor-widget elementor-widget-text-editor\" data-id=\"deb0f3f\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the goal set in line with the organizational objectives? If the answer is no, we must stop to align the teams to ensure that everyone is rowing in the same direction.\u00a0<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is it possible to achieve the goal set based on the resources we have? If the answer is no, we must stop to define a more realistic framework for the definition of our goal.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Have we defined the time frame in which we must achieve the goal? If not, we must do so. Without a time frame that encompasses our goal, we cannot consider it a SMART goal.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is it possible to achieve the goal we have set based on our projection? We must review the evolution history and ask ourselves if it is really an achievable goal based on the context in which we find ourselves.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00a0Is our goal challenging? It is important to define viable and achievable goals, but if they remain in the same line as in previous periods, it is not challenging. To give you an idea, meeting a target at 80% is considered successful, and based on that history, define a one-point increase over the progress achieved in the previous period.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3c883d3 elementor-widget elementor-widget-heading\" data-id=\"3c883d3\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">5. Choose a goal management methodology<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ec23ffe elementor-widget elementor-widget-text-editor\" data-id=\"ec23ffe\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>Without a common goal management methodology, there will be no alignment between the different teams. <\/b><span style=\"font-weight: 400;\">In short, each one will most likely be rowing in a different direction. To avoid this, there are goal management methodologies such as the OKR methodology.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-165c00a elementor-widget elementor-widget-text-editor\" data-id=\"165c00a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><a href=\"https:\/\/nailted.com\/blog\/okr-methodology\/\"><b>The OKR methodology<\/b><\/a><b> provides the visibility needed for employees to understand how their goals connect with those of their peers to achieve overall success. <\/b><span style=\"font-weight: 400;\">In other words, it is the way to measure organizational objectives based on individual measurable factors that reflect the benefits of teamwork.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-504de91 elementor-widget elementor-widget-text-editor\" data-id=\"504de91\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The OKR methodology allows you to organize goals in such a way that the connection between organizational, or parent, objectives and individual, or child, goals, as well as the people involved in them, is clear. This makes it easier to align employees around the organization&#8217;s objectives.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-70d8098 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"70d8098\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;203b0c1&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-b1ce6c4\" data-id=\"b1ce6c4\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-a62244c elementor-widget elementor-widget-heading\" data-id=\"a62244c\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">SMART goals examples: let\u2019s define goals together<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fb89b9d elementor-widget elementor-widget-text-editor\" data-id=\"fb89b9d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Following the steps discussed in the previous section, we are going to define a series of SMART goals for a People department. To do this, <\/span><b>we answer the questions described above and define what our SMART goals will be.<\/b><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-362399a elementor-widget elementor-widget-heading\" data-id=\"362399a\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">1. We analyze the current context in which we find ourselves<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1296fee elementor-widget elementor-widget-text-editor\" data-id=\"1296fee\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">First, we analyze the situation in which we find ourselves:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5d8d747 elementor-widget elementor-widget-text-editor\" data-id=\"5d8d747\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What improvements have we detected in the department?<\/span><ul><li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">High employee turnover<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Low participation in surveys<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Deficiencies in communication<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Leadership problems<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">New employee attrition during the onboarding process<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Demand for professional development plans for employees<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Low employee engagement rate<\/span><\/li><\/ul><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How many people are on the team? 2<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How many objectives can each person in the team take on? Taking into account the scope of the issues, at most each person can take on 2 objectives, a total of 4.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Which issues are more and which are less of a priority?\u00a0<\/span><\/li><\/ul><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">High employee turnover<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Low employee engagement<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Leadership issues<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Low participation in surveys<\/span><\/li><\/ol>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7abeca7 elementor-widget elementor-widget-heading\" data-id=\"7abeca7\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">2. We define goals based on the problems detected<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3b71fca elementor-widget elementor-widget-text-editor\" data-id=\"3b71fca\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Next, it is time to define our goals based on the problems we have detected:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-efc5235 elementor-widget elementor-widget-text-editor\" data-id=\"efc5235\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What are we looking to achieve?\u00a0<\/span><\/li><\/ul><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">High employee turnover &gt; Reduce employee turnover rate.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Low employee engagement &gt; Increase eNPS in the team.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Leadership problems &gt; Increase the use of 1:1 meetings between managers and employees.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Low survey participation &gt; Increase employee survey participation rate.<\/span><\/li><\/ol><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does the objective have dual interpretations? The only objective that could have a double interpretation is the last one, since we have not specified which surveys are involved and it could range from feedback surveys on the UX of the website to surveys on the quality of the relationship with customers.<\/span><\/li><\/ul><ol start=\"4\"><li><span style=\"font-weight: 400;\"> Increase the rate of employee participation in satisfaction surveys.<\/span><\/li><\/ol><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the \u201cwhat for\u201d of the objective clear? Yes, all objectives have a clear focus for improvement.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the objective relevant to the person or area responsible for it? Yes, they are all related to the employee experience and therefore the responsibility lies with the People team.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e363be6 elementor-widget elementor-widget-heading\" data-id=\"e363be6\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">3. We make sure that goals are measurable<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0d7cc40 elementor-widget elementor-widget-text-editor\" data-id=\"0d7cc40\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">As a third step, we need to make sure we have a way to measure the goals we have set for ourselves:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-51bc197 elementor-widget elementor-widget-text-editor\" data-id=\"51bc197\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are there any measurable metrics behind our goal?\u00a0<\/span><\/li><\/ul><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce employee turnover rate: turnover rate.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase eNPS in the team: eNPS<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase the use of 1:1 meetings between manager and employees: 1:1 meetings conducted.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase employee participation rate in satisfaction surveys: percentage of participation in surveys.<\/span><\/li><\/ol><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Have we defined a goal to achieve?\u00a0<\/span><\/li><\/ul><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce employee turnover rate to 15%.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase eNPS in the team by +55.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Get 75% of employees to have at least one meeting per month with their manager.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase employee participation rate in satisfaction surveys by 80%.<\/span><\/li><\/ol><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do we have a method of collecting information that allows us to measure this data? For all objectives we have an employee engagement platform that helps us to measure all these data.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f1cb795 elementor-widget elementor-widget-heading\" data-id=\"f1cb795\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">4. We define the time frame<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-554ec9e elementor-widget elementor-widget-text-editor\" data-id=\"554ec9e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">We must now define a time frame for our goals and ensure that they are achievable and relevant:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-860f228 elementor-widget elementor-widget-text-editor\" data-id=\"860f228\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the goal set in line with organizational objectives? Yes, for this year an organizational objective has been defined for the improvement of the employee experience.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the target set achievable based on the resources available to us? Yes, we have already measured the size of the objectives and assigned 2 to each team member.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Have we defined the time frame in which we must achieve the objective? All objectives will be reviewed quarterly. Therefore, at the end of Q1, we will evaluate the progress of the objectives for subsequent iterations for Q2.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the target set achievable based on our projection?\u00a0<\/span><\/li><\/ul><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce employee turnover rate to 15%: our current rate is 25%, considering that no work has been done on employee experience in the past, a 10% reduction could be feasible.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase the eNPS in the team by +55: we are currently at +35, taking into account what was mentioned in the previous point, we also consider it feasible.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Achieve that 75% of employees have at least one meeting per month with their manager: today no one is doing it because we do not have a tool for it, therefore, we will set a lower adaptation target, 50%.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase the rate of employee participation in satisfaction surveys by 80%: every month we increase participation by 5%, considering that we are now at 60%, we see it as viable.<\/span><\/li><\/ol><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is our target challenging? Yes, based on historical data, we have defined an increase of a few points over the progress achieved in the previous period.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-09de3c7 elementor-widget elementor-widget-heading\" data-id=\"09de3c7\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">And we would already have our SMART goals!<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-29afe14 elementor-widget elementor-widget-text-editor\" data-id=\"29afe14\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce employee turnover rate to 15% during the first quarter of the year.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase eNPS in the team by +55 during the first quarter of the year.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Achieve 50% of employees having at least one meeting per month with their manager during the first quarter of the year.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase employee participation rate in satisfaction surveys by 80% during the first quarter of the year.<\/span><\/li><\/ol>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-10091a6 elementor-widget elementor-widget-text-editor\" data-id=\"10091a6\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>As we can see, they all follow the same structure:\u00a0<\/b><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9476555 elementor-widget elementor-widget-text-editor\" data-id=\"9476555\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">They are <\/span><b>Specific <\/b><span style=\"font-weight: 400;\">because the goal to be followed is clearly defined.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Measurable <\/b><span style=\"font-weight: 400;\">because they all have a metric to measure and a goal to achieve.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">They are <\/span><b>Achievable <\/b><span style=\"font-weight: 400;\">based on the history of the previous quarter.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">They are <\/span><b>Relevant <\/b><span style=\"font-weight: 400;\">because they are aligned with an organizational objective.<\/span><\/li><li aria-level=\"1\"><span style=\"font-weight: 400;\">They are<\/span><b> Time-bound<\/b><span style=\"font-weight: 400;\"> because the date for their fulfillment should be at the end of the quarter.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-2bd74c0 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"2bd74c0\" data-element_type=\"section\" 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class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-18ec924\" data-id=\"18ec924\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-83e2e96 elementor-widget elementor-widget-heading\" data-id=\"83e2e96\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">SMART goals template<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3ee7ab4 elementor-widget elementor-widget-text-editor\" data-id=\"3ee7ab4\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">To standardize the SMART methodology in your company you need a framework to which all employees have access. Having this framework in place will allow employees to <\/span><b>define SMART goals independently<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-09c6f36 elementor-widget elementor-widget-heading\" data-id=\"09c6f36\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">What is a SMART methodology template?<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cc2243f elementor-widget elementor-widget-text-editor\" data-id=\"cc2243f\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The SMART methodology template is a<\/span><b> reusable guide for the correct implementation of SMART goals in your company<\/b><span style=\"font-weight: 400;\">. This template allows your team to define specific, measurable, achievable, relevant and time-bound goals in order to be able to follow them up properly. Having a common template for all employees will allow the whole company to be aware of the standard for goal setting, which will improve alignment among employees.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2380764 elementor-widget elementor-widget-heading\" data-id=\"2380764\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Your template for SMART methodology<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-388e17a elementor-widget elementor-widget-text-editor\" data-id=\"388e17a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Ideally,<\/span><b> you should create your SMART template once, so that it can be used for subsequent iterations<\/b><span style=\"font-weight: 400;\">. Keep in mind that SMART goals are typically updated quarter by quarter. Thus, from one quarter to the next, your goals template should allow you to clone those set in the previous quarter and include those updates in the values that the team considers relevant for the new quarter.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-80cbd53 elementor-widget elementor-widget-text-editor\" data-id=\"80cbd53\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">In order to help you compose this guide for the definition of SMART goals, <\/span><b>we have adapted the questions for each of the SMART indicators<\/b><span style=\"font-weight: 400;\">. In this way, those who are not so familiar with the SMART methodology will be able to get used to it and define their objectives efficiently:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2673f5b elementor-widget elementor-widget-text-editor\" data-id=\"2673f5b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>Your goal must be specific:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What are you seeking to achieve?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does your goal have double interpretations?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is it clear what impact your goal will have on the organization?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does the goal have a close relationship to your work?<\/span><\/li><\/ul><p>\u00a0<\/p><p><b>Your goal must be measurable:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What metrics will you use to measure your goal?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What goal do you want to achieve?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do you have the necessary tools to collect that information?<\/span><\/li><\/ul><p>\u00a0<\/p><p><b>Your goal must be achievable:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do you think you can achieve your goal with the resources you have?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Based on history, do you think it is possible to achieve the goal?<\/span><\/li><\/ul><p>\u00a0<\/p><p><b>Your goal must be relevant:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is your goal aligned with organizational objectives?<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is it challenging for you?<\/span><span style=\"font-weight: 400;\"><br \/><br \/><\/span><\/li><\/ul><p><b>Your goal should be time-bound:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Have you defined a deadline for the achievement of your objectives?<\/b><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f225cb5 elementor-widget elementor-widget-text-editor\" data-id=\"f225cb5\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Now that you have your goal defined, write it down on a piece of paper and note and justify where and\/or how you envision the following parameters:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1450244 elementor-widget elementor-widget-text-editor\" data-id=\"1450244\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The specificity of the objective: what you seek to improve.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Its measurability: the metric that will guide its evolution.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Its achievability: the history that shows that the defined goal is feasible to achieve.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Its relevance: note the organizational objective on which it impacts.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The deadline for compliance.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-082c6db elementor-widget elementor-widget-text-editor\" data-id=\"082c6db\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">The definition and management of SMART goals plays a key role in any company&#8217;s path to success. The SMART methodology allows employees, managers and People teams to <\/span><b>promote team alignment, professional development and the correct follow-up of organizational objectives<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9c638e8 elementor-widget elementor-widget-text-editor\" data-id=\"9c638e8\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">If you are a demanding HR professional and want to implement goal management in your company in a solid way, you can <\/span><a href=\"https:\/\/nailted.com\/company-goals-and-okr-software\"><span style=\"font-weight: 400;\">manage your goals with Nailted<\/span><\/a><span style=\"font-weight: 400;\">. We help you <\/span><b>create your goals template, putting all the necessary technology behind it so you don&#8217;t have to worry about anything else<\/b><span style=\"font-weight: 400;\">. In addition, you will have access to an administrator dashboard from which you can have full control over the use and progress of all the goals.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a140ffd elementor-widget elementor-widget-text-editor\" data-id=\"a140ffd\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Remember that by defining SMART goals in your company you will be guiding the team&#8217;s work towards the achievement of goals and <\/span><b>promoting a culture of accountability<\/b><span style=\"font-weight: 400;\"> where all employees feel responsible and participate in the company&#8217;s success.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Create your own template to write SMART goals.<\/p>\n","protected":false},"author":6,"featured_media":12494,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"image","meta":{"episode_type":"audio","audio_file":"","podmotor_file_id":"","podmotor_episode_id":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","filesize_raw":"","date_recorded":"","explicit":"","block":"","itunes_episode_number":"","itunes_title":"","itunes_season_number":"","itunes_episode_type":"","cybocfi_hide_featured_image":""},"categories":[196],"tags":[85,209,243,245,237,217],"series":[],"episode_featured_image":"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2022\/10\/Cuaderno-con-informacion-sobre-la-metodologia-SMART-1.jpg","episode_player_image":"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2020\/11\/Company-culture-matters-1.jpg","download_link":"","player_link":"","audio_player":false,"episode_data":{"playerMode":"dark","subscribeUrls":{"spotify":{"key":"spotify","url":"https:\/\/open.spotify.com\/show\/1Bl7apd3ITSFD45mwUi1Og?si=T_w80oYURZ22ZGjPMD-LsQ","label":"Spotify","class":"spotify","icon":"spotify.png"},"itunes":{"key":"itunes","url":"https:\/\/podcasts.apple.com\/es\/podcast\/company-culture-matters-by-nailted\/id1545900885","label":"iTunes","class":"itunes","icon":"itunes.png"}},"rssFeedUrl":"https:\/\/nailted.com\/blog\/feed\/podcast\/company-culture-matters","embedCode":"<blockquote class=\"wp-embedded-content\" data-secret=\"bQE2GYJnSj\"><a href=\"https:\/\/nailted.com\/blog\/how-to-define-smart-goals-for-employees-after-a-performance-review\/\">The SMART Framework: How to write SMART goals<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/nailted.com\/blog\/how-to-define-smart-goals-for-employees-after-a-performance-review\/embed\/#?secret=bQE2GYJnSj\" width=\"500\" height=\"350\" title=\"\u00abThe SMART Framework: How to write SMART goals\u00bb \u2014 \" data-secret=\"bQE2GYJnSj\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script type=\"text\/javascript\">\n\/*! 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