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SMART OBJECTIVES 

By Chris J Thomas

Recent studies have shown that industrial supervisors are working at less than 60 % of their potential. Basic management skills training is guaranteed to change all this and at such little cost

What are SMART objectives? 

We always need to have objectives both in our private and business life. However, to be effective these objectives need to have a chance to succeed – they need to be SMART objectives.

To demonstrate the development of SMART objectives, I have invented a list of possible objectives, which we are going to evaluate. 

1.	To increase output as much as possible
2.	To reduce accidents
3.	To increase output by 60%
4.	To improve performance by sacking anyone who shows a bad attitude
5.	To reduce accidents by 10% over the next 6 months
6.	To increase output by 1% over the next year
7.	To reduce costs by 50% over the next 6 months

There are numerous methods to evaluate objectives. We need to identify the real objectives and discard those that are merely statements. A perfect objective is rare but it should perform well against the requirements of the SMART test. 

 

SMART OBJECTIVES ARE . .
S PECIFIC	If an objective is precise then there is only one way in which it can be interpreted.
M EASURABLE	In other words, can the success or otherwise of achieving the objective be measured as we proceed?  This is not always easy to achieve as sometimes we have to wait to the end to be able to measure.
A CCEPTABLE	This means acceptable to the organization, the people that have to do it or society in general.  Of course, this would include illegal acts or anything that is morally or ethically unacceptable.
R EALISTIC	In other words is it possible to do it. Of course, you need to know the subject and the problems well to make this judgment and this is why so many senior management objectives fail.  It used to be thought that you should set objectives at slightly higher levels than you actually require. The idea was that people would extend themselves further. This is now considered wrong because people do not try so hard if they think an objective is not realistic.
T IME RELATED	When are you going to achieve it and when will you start? They say that road to heaven is paved with good intentions. Without a time definition the objective lacks commitment.

Let's look at our list of possible objectives and see what results we can get with the SMART test. 

RESULTS
SPECIFIC	Numbers 1, 2 and 4 fail (what is a bad attitude?).
MEASURABLE	5, 6 and 7 are measurable by comparing performance against rate of progress required. 2 and 3 could be measured at the end of specified periods.  1 and 4 fail in any practical sense.
ACCEPTABLE	6 might be acceptable to the work force but not to the organization.  3 would not be acceptable to the unions or an industrial tribunal  7 would probably keep the accountants happy but not those who have to do it.
REALISTIC	3 and 7 are almost certainly not realistic  5 and 6 may be - more information is required
TIME	5, 6 and 7 have times allocated. The rest no.

Let's prepare a summary to identify 

TEST	1	2	3	4	5	6	7
SPECIFIC			OK		OK	OK	OK
MEASURABLE		OK	OK		OK	OK	OK
ACCEPTABLE	OK	OK		OK	OK
REALISTIC	OK	OK		OK	OK	OK
TIME				OK	OK	OK	OK

 

You will be amazed how effective this type of evaluation can be. Try it yourself.

 

Chris Thomas is the author of the Managers Toolbox training material located at www.managers-toolbox.com and runs the very successful Basic Management Course for new leaders and supervisors. You can contact Chris@managers-toolbox.com

 

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©copyright 2001- 2004 Chris Thomas

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