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The SMART method is used by many companies to help their employees define goals that are actually useful.  SMART is an acronym for the five characteristics of a good goal.  Here is what the letters stand for:

• Specific - The goal must be well-defined.  A goal is specific if it includes details like where, when, and how.  This characteristic is hard to measure because a goal can always be more specific.  The best way to cover this characteristic is to be as specific as possible in your goals using the other characteristics outlined below.
• Measurable - The goal must have an end in sight.  This is the stopping point to say when the goal is considered “reached.”
• Attainable - The goal must be something the individual or team  can achieve.  A goal is attainable when the big-picture “how” question is answered
• Realistic - Essentially the question of ”Can we attain the goal in the given time-frame,” though I consider this more of a litmus test.  Consider the talents and time of the individual/team to determine how realistic the goal actually is.
• Time-Based - The goal must have a reasonable deadline to complete within.

Companies benefit from this method of creating goals because they have a way to judge your performance over a period of time.  Completing goals using the SMART method also gives employees a sense of ownership over their work, making them more likely to work hard to achieve the goals.  The company I worked for previously promoted SMART Goals and I still use the technique today when creating project plans and timelines for deadlines I need to hit.

Have you used this method of creating goals before?  Are you going to give it a try now that you’ve read this?  Please feel free to leave your thoughts in the comments section below.

Further Reading: SMART Goals, SMART Goals Examples

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