The Performance Manager
By examining what makes a high performing team, this workbook features practical steps you can take to improve your teams' performance.
TABLE OF CONTENTS The Performance Manager
Setting SMART objectives
The key to success is to set SMART objectives at the outset. The keyword SMART will help you to remember that objectives should be:
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Specific
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Measurable
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Achievable
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Realistic
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Time-related.
SPECIFIC OBJECTIVES
An objective should be a statement which defines the end result you want to achieve. It should be specific, clear and easy to understand. Unclear, complex or convoluted objectives may look very grand on paper, but are not so easy to understand 6 months later, when you are in the process of reviewing progress. Objectives should allow everyone involved team members, colleagues, other managers to quickly see what you plan to achieve. For example:
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Unspecific, complex objectives would be:
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Seek to disseminate information using technological advances in order to reach a previously untapped global market
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Challenge our competition in the marketplace in order to achieve a sustainable increase in our market share
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Relocate our operational base to a dynamic and forward-looking environment which will enable us to participate in faster growth opportunities.
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Specific objectives would be:
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Create a Home Page and web site on the World Wide Web
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Increase our market share
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Move our existing offices to Reading.
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MEASURABLE OBJECTIVES
Objectives should be measurable. They should allow you to measure progress and achievement. You need to know where you are going, what you hope to achieve, and whether or not you are meeting the standards you have set.
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Simple, measurable objectives would...
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