How do you use SMART goals to motivate team members?

SMART goals are specific, measurable, achievable, relevant, and time-bound goals that provide a clear framework for defining and achieving objectives.

I am a big fan of goalsetting, but the SMART framework is not a best practice anymore. The big questions that people trying to set goals need to answer are: What is my purpose in this job? What are the most important problems that remain to be solved in my function, and What are the major forward-looking initiatives I can tackle? What’s missing from too many goalsetting processes is a broader discussion of what has changed since the last time the team set goals, and what those changes mean for the group. What we learn as we move up the corporate ladder is that the broader the scope of a role, the less specific your goals become. That’s OK – it’s appropriate! Whatever framework you use, goalsetting is clarifying and worthwhile.

In my experience it is very important to be clear, concise with what & how we want to achieve the desired result. Leading by example is very important. Setting attainable, realistic vision of what is required to succeed. Team work, collaboration, clear communication are the key to succeed.

I quite agree with you and to add to your comments, it is important to mention that when SMART goals are set in an office environment, they help the leader instill inspiration into every member. This inspiration is faster when the team lead adds mentoring, coaching, training and feedback given at regular intervals. A leader can also offer rewards, such as praises, paid vacation and cash gifts to team members who align to the goals as a form of incentive and motivation to other members to align with the set goals.

SMART goals also enable a better way to have performance conversations with your team. By knowing the measurable goal, everyone is on the same page of 'what is winning'. When realities deviate from goals, you can know how to best coach people and have better conversations on how to get on track.

Objective goals (especially those following the SMART formula) help provide immense clarity for a leader and their team. Any team member can self-evaluate the efficacy of their contributions and adjust in real-time; if they don't, then managers and leaders have an objective means of evaluation and communication of possible shortcomings. It must be remembered that goals have their place and that they do not represent a leader's most powerful means of influence which include clear communication and promotion of an organization's values, mission, purpose, and vision. SMART goals assist in the fulfillment of these important criteria and not the other way around.

SMART goals allow leaders to identify specific targets, measure progress towards those targets, ensure they are attainable, and relevant to the overall mission, and provide a clear deadline for completion. With SMART goals in place, leaders can better align their efforts with the larger organizational strategy, communicate expectations and progress to stakeholders, and ensure that everyone is working towards the same objectives.

In my experience, this is another competency Sr. Leaders need to coach their direct report leadership team. Calibrating with your leadership team around the true meaning of each part of the SMART framework is critical for individual and organizational success. If a leadership team does not spend enough time getting this right, they run the risk of losing credibility with the teams they lead and not consistently achieving the organizational goals they set. Senior leaders who devote time to coaching their leadership team up will be paid back with huge dividends and then some!

Another benefit of using (SMART product) goals that I've experienced is that it can help to take employees out of the process and consider different ways of accomplishing results. This may be especially true for more repetitive tasks. Not that process goals aren't important too. It's just that good product goals may at times lead to more innovative solutions.

SMART goal is important for team to have clarity on the specific targets, and ensure they are attainable, and relevant to the overall mission. However, leaders have to be careful when applying the practice beyond its intended scope. It works well for implementation of specific tasks but can be a poor practice for certain activities such as R&D and innovation where SMART goal drive the organization to a mindset which compromise the ambition setting necessary for success.

If you want to get ownership, have the team create the SMART goals themselves and then present to you. Negotiate to make sure the goals meet your requirements. Giving your team the power to create what they will do - may just surprise you. You are better off teaching the team how to create SMART goals and setting out the vision and see what they come back with.

What I like about the SMART approach is a desire to also make feedback more objective. Of course, there is still a subjective component, but let's provide feedback in our new working framework. It also promotes a process that is transparent. But also remember, it needs to be collaborative in the approach. It takes work and time but it's much more valuable to everyone.

This is quite true as in my years of experience in managing teams, I have seen how instilling inspiration into every member of the team through positive coaching and feedback at regular intervals have so led to high performing teams which have in lead to rapid growth and success of organisations. Other times, offering small rewards and scheduling team-building exercises at regularly have led to positivity in the work place. Also, team leads that set weekly achievable and measurable milestones, have propelled members of their staff to increase their productivity and motivation especially if rewards have been set for high performers.