11 May 2021
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Setting SMART goals

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To set objectives in a company, it can be done with the word SMART: Specific, Measurable, Achievable, Relevant and Time-Based

Setting goals is very important in different areas of the company. In addition, it is even more important to involve employees in setting those goals. Not only will you have a better chance of achieving your objectives, but you will also get the maximum potential out of your employees because they will feel part of the project.

 

SMART goals

However, goals are different from one another.  Therefore, they need to have a structure. Identify them with the word SMART, which refers to Specific, Measurable, Attainable, Relevant and Time-based. Try to ensure that all your objectives in which you involve your employees have these clear characteristics. This way, it will be clearer the result you want to achieve. 

First, goals need to be Specific. Employees need to know exactly what they are working towards. Also, we all know specific goals are easier to achieve than those in which you don't even know what you want to accomplish, because you probably won't be focused on the right path. 

Second, objectives must be Measurable. You must have the right tools to track the process and check if you are achieving the results you want. Third, goals should be Attainable. This means, do not set goals that you already know are very difficult to achieve. If you want to accomplish your goal, you must set goals that you can achieve. And for this, you must be realistic.

Fourth, the employees you have involved in achieving these objectives must feel relevant and useful throughout the process. Perhaps it would be good if you were also concerned with the personal goals of each employee. Finally, your goals need to be measured over time or Time-based. Divide the different actions and calculate how long each of them will take you.

 

Types of goals

Once you have established these five goal characteristics, you should be clear on the types of goals you can work on with your employees. On the one hand, performance goals are short-term objectives that involve certain business goals or job responsibilities. For example, getting a new client. 

On the other hand, development goals are more focused on growth and learning more broadly. For example, provide a training course to the team to improve certain knowledge or skills. In conclusion, performance goals help the team achieve specific types of goals, whereas development goals help the employees grow. 

 

Development goal example

For example, if your objective is to provide your employees with more knowledge in management. 

- Specific: employees need to take a management course for law firms. 

- Measurable: measure the development of your employees' knowledge and whether they have finally reached the skills you wanted.

- Achievable: make sure your employees have enough time to complete the course.

- Relevant: taking the management course for law firms will make the employees better at their job.

- Time-based: for example, employees must complete the full course by the end of the year.

Now that we understand how to use SMART goals to empower employees, set a goal and try to achieve it!

Copyright © The Impact Lawyers. All rights reserved. This information or any part of it may not be copied or disseminated in any way or by any means or downloaded or stored in an electronic database or retrieval system without the express written consent of The Impact Lawyers. The opinions expressed in this article are those of the authors and do not necessarily reflect the positions or policies of The Impact Lawyers.
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