How to: Set and Measure Goals

What does this look like?

Managers who do this effectively:

• set clear objectives and measures
• clearly assign responsibility for tasks and decisions
• monitor progress and results
• set up processes for feedback.

How do I set goals?

The S.M.A.R.T method gives a useful framework for setting goals that are specific, measurable, attainable, relevant and time-based.

Specific

You’re much more likely to achieve goals that are specific and well-defined. For example, a vague goal like ‘I want to lose weight’ is not as helpful as the goal ‘to lose 10 kilos in 12 weeks.’ A specific goal allows you to track progress and helps motivate you to reach your target on time.

When you set goals, try to specify:

• who the goal is for
• why it’s important
• what needs to be achieved
• the timeframe
• how the goal will be achieved—for example, will you lose weight by going to the gym three times a week? Or by following a healthy eating plan?

Measurable

Setting a goal without a measurable outcome is like playing sport without keeping score. Your team needs to know what they’re trying to achieve and how they’re progressing. This requires concrete measures that you can track progress against. Regularly check your performance against those measures.

Attainable

Your goals also need to be realistic, taking account of restrictions like limited resources, staff workloads and competence of staff. Set goals that are realistically achievable.

Relevant

Make sure your goals are relevant and align with your strengths and interests, or those of your team.

Time-based

We all need deadlines to help us get things done. Make sure you have a definite date for achieving your goals.

What else do I need to do?

• Know where to focus time and energy. Set goals for important tasks (refer to the Micro-Skill Guide on Setting Priorities).
• Know when to set goals—for example, you should set goals before you assign tasks and projects.
• Engage your team in setting goals.
• Match goals to suit individuals’ strengths and capacity.
• Clearly communicate your expectations.
• Set up a process for monitoring progress.
• Learn to give regular, constructive feedback, so that:
  • adjustments can be made if needed
  • people know you’re interested in what they’re doing and you’re available to help
  • you don’t surprise people with negative and critical feedback when it’s too late for them to make changes.
• Be flexible—be ready to adapt goals and timeframes if necessary.
• Follow through with rewards and consequences.
• Allow people to focus on the goals you set them. Try not to keep adding new jobs that stop them from achieving the ones already set.

You may find this challenging if you…

• don’t like setting tough goals
• aren’t organised and orderly when assigning and measuring work
• aren’t goal-oriented and don’t use goals and objectives yourself
• find it hard to manage time
• aren’t clear about who’s responsible for what
• tend not to give feedback.

You’re not setting and monitoring goals effectively if you…

• set goals but are too prescriptive in how they need to be met
• ‘look over people’s shoulders’ and don’t trust them to meet the goals you’ve set
• try to tightly control what everybody’s doing.

Useful Links

• Set Smart Performance Goals (by the Public Sector Commission)