what are they and how to use them? – WAU
SMART goals is a method of setting goals. These goals are based on 5 factors: S (specific), M (measurable), A (attainable), R (relevant) and T (temporal).
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Whether in professional or personal life, it is very important to have goals. After all, they direct our efforts in search of something desired.
In a company, setting goals can greatly increase the productivity of employees, resulting in better numbers for the business.
However, you must be very careful when creating goals. They should serve to stimulate the effort, never the other way around. In that sense, understanding and applying SMART goals is very interesting.
If you want to know what the SMART method represents, how to use it and what it can do for your team’s productivity, check out this post:
How goals help productivity
Imagine that a team of employees receives the mission of Increase the sales. However, they do not know how much the increase should be, how they will do it, what resources they will have available and how much time they will have to seek the result.
The effect will be a lost team. They may even be able to improve sales figures, but they will not know exactly how they achieved it and, without a standard, at one time or another the results will be insufficient.
The creation of goals is a way to stimulate those involved towards a goal. For companies, in a scenario where the digital environment allows the creation of new businesses every day, competition grows a lot.
It is necessary to constantly seek new goals, always with a focus on continuous improvement.
Goals serve as a direction. You set a goal, a place you want to reach or something you want to achieve. Then, analyze and consider actions that will lead you to the expected result.
Several paths are possible, each with its own difficulties and opportunities. Then, best practices should be analyzed and the effects compared.
Imagine the following goal: increase traffic on the company’s website by 200% in the period of 5 months with digital marketing. This is a specific and clear goal for the team.
However, digital marketing presents several opportunities, such as presence in social networks, the creation and dissemination of relevant content to the target audience, among others. Each of these actions represents a necessary investment, and each investment will have a different return.
So, it is interesting to see which alternatives are more efficient. Those that demand less investment and a faster and more consistent return. From this analysis, a good action plan can be created, with data that will serve as a basis for decision making.
But, for the action plan to be possible, it is necessary to build smart goals that really guide the team towards the objectives: SMART goals!
What are SMART goals
The SMART goal method is an efficient way of creating goals. It works as a kind of check list, in which each goal is verified and evaluated if it has the requirements to achieve the result.
In the word SMART, each acronym has a meaning. Let’s talk about each one below:
S – Specific, or specific
In order to achieve the objectives outlined in a goal, it is necessary that everyone involved has a clear understanding of what it is about. For that, it must be specific.
We use an example that is interesting: increasing sales. If that were a goal, it would not be specific.
Employees who would be responsible for following it would not have the understanding necessary to create an efficient action plan. The way it was built, if sales increased by 1%, even if it was necessary to invest a lot of money, the goal would have been achieved, wouldn’t it?
To be specific, a goal must answer the following questions:
- what do I want to achieve with this goal?
- who will be or who will be responsible for it?
- where will it be held?
- how will it be achieved?
- why should she be followed?
Therefore, it is clear that any goal set must be specific.
For a better understanding of SMART goals, we will work on building a case, using the previous example, to increase sales. Thus, with each letter our objective will gain representation.
To be specific, let’s consider that we want to increase the company’s monthly online sale by 10%. Let’s see if it is a specific goal:
- what do I want to achieve with this goal? Increase sales by 10%
- who will be or who will be responsible for it? The marketing team
- where will it be held? Online
- how will it be achieved? With the dissemination of relevant content
- why should she be followed? We want to increase online participation
Now, yes, it is a specific goal. The employees involved will know where they have to go. But, to be part of the SMART goals, some points are still missing.
M – Measurable, or measurable
How to create a goal if it cannot be measured? It would make no sense.
Imagine that you want to increase Clients satisfaction with your brand. However, you don’t do this assessment, you don’t have a satisfaction survey. Then, you would not be able to follow the performance of the actions and say that the goal has been achieved.
It could be investing money and time in unsuccessful actions and leaving big opportunities aside.
In the goal that we are creating, we put the goal at 10% increase. Therefore, to assess the performance of the strategies, we need to monitor the numbers.
For a goal to be measurable, it must answer the questions:
- What is the expected result?
- how long will it take for the team to reach the goal?
Working in our case, we will have:
- What is the expected result? 10% increase in online sales
- how long will it take for the team to reach the goal? Four months
But imagine that, with this goal, our team easily achieved the goal in 1 month. So, to further encourage the team, we increased the target to a 70% increase. Is it attainable?
THE – Attainable or attainable
What is the use of creating a goal if it cannot be achieved? Although it seems obvious, many companies sin at this point when creating goals.
This error is very damaging as it can demotivate the team and generate enormous frustration. Strategies and actions will be designed, but the expected results will not be achieved.
Therefore, before creating a goal, it is essential to evaluate the following points:
- based on history, is it possible to achieve the objective set?
- what the employees think. Do they believe it is possible?
In our case, the first goal was to increase sales by 10%. This milestone was easily achieved and we increased the target to 70%.
However, with some analysis, we saw that this number is not yet possible for the given term. For this reason, we are aiming for an increase of 50%, a number that we evaluate and believe can be achieved.
R – Relevant, or relevant
When you create a goal and designate responsible people, strategies will be devised for the results to be achieved. However, the more relevant the goal, the more motivated those involved will be. Of course, considering they are achievable goals.
A goal that has no effect on the business will inevitably not be treated as a priority. To create a relevant goal, it is important to look at the main numbers of the company, such as sales, number of customers and profit. Thus, a relevant goal will have a direct impact on these indicators.
In the goal that we are creating (to increase sales on the site by 50%, in the period of 4 months, to improve the online presence), it is clear that, if achieved, it will directly impact the company’s profit and revenue. That is, it is relevant.
T – Time based, or temporal
The last point of SMART goals is extremely important. Any goal set must have a deadline. If you create a goal and do not set a time, it can be achieved in 1 day, 1 month, 1 year.
In this regard, our goal is already correct, as we have established the period of 4 months for the objective.
So, let’s see how our goal was in the SMART method? We can write it as follows:
“The marketing team will increase sales on the site by 50%, in the period of 4 months, to improve the online presence, ensuring a significant increase in the company’s revenue. The adopted strategy will be based on content marketing. ”
Did you notice that this goal meets all the requirements we have listed? It is specific, measurable, attainable, relevant and temporal. The entire team involved will be committed to achieving the goal and everyone has to win, employees and the company.
3 tips to achieve good results
Now that you know the concept of SMART goals, let’s give you 3 quick tips for you to build relevant goals and get better results.
1. Always monitor stock performance
It is essential that you and your team monitor the performance of each goal set. If the goal has a term of 4 months, as in the example we created, be sure to evaluate the result at the end of the term.
According to the actions, create a periodicity and evaluate them. You may have to change your plans along the way. So, the faster this is identified, the better.
2. Keep the whole team involved
The success of an objective depends on the commitment of the entire team. When creating goals, delegate responsibilities to involve the entire team.
Make people aware that the expected result will only be achieved with the help of everyone. This will increase employee engagement and satisfaction, as success will be shared.
3. Present the results
When a goal is reached, make a point of presenting the results. Show that your team has worked hard to exceed expectations. Value work and effort.
In this post, we saw that working with goals can greatly increase the company’s productivity. However, for create efficient strategies, planning is necessary.
SMART goals are great tools, ensuring that the job follows a correct purpose and that employees really want to meet the goals.
Now that you know about SMART goals, check out 15 tips to be a good salesperson and set goals every month.