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SMART Goal Examples That Address Measurable and Attainable Goals

Updated: Feb 21

A description of the SMART acronym

How do you know that you’ve met your responsibilities at work? You measure outcomes by analyzing quantifiable results. These results indicate how changes impact opportunities, weaknesses, strengths and threats. SMART goal examples provide a means for dissecting the SMART acronym.

SMART outcomes are important to everyone from a call center manager to a stock broker to a chief executive officer. Poke around your workplace and you’ll learn the importance of metrics that determine how to formulate an action plan that serves as a blueprint for success.

Measuring productivity benefits employees and employers – this feedback can define career paths, boost morale, and increase overall job satisfaction. For example, an effective metric for measuring productivity will find a correlation between sales and website traffic. Motivated employees will make productivity statistics a priority. They’ll ask managers for productivity feedback. Employees will learn how to formulate an action plan by receiving feedback.

Trend analysis is essential for predicting the potential for various outcomes. Employee productivity decreased last month. The bottom dropped out of a stock last week. Corporate stakeholders are upset although the company seems to be doing well. Metrics provide a means for interpreting changes.

Management must measure results to determine the next step in meeting some company objective. When employees interact in a brainstorming session, they’ll agree not only on objectives, but also on how outcomes can be measured. Teammates will use metrics to determine if they are headed in the right direction. These statistics determine how to formulate an effective action plan.

Key results - that’s what matters. Don’t cloud your brain with theories - policy makers need to determine how to entice new consumers to make a purchase and these changes will be driven by metrics that’ll increase profits. Prioritize key performance indicators (KPI) to determine whether goals are achievable.

Employees need to determine potential outcomes. When creating policies, teams must ensure that objectives are achievable. Teams must study how competitors met their goals. What worked for one company might work for your company. Evaluate similarities among organizations. Employees stay abreast of industry trends by reading trade journals.

Carefully scrutinize KPIs that indicate the potential for company growth. KPIs are important because they demonstrate the achievability of goals. For example, if a company doesn’t have enough skilled employees to complete a project, they must avoid this project even though the potential for profits will influence the decision-making process.

For example, does an outsourcing company have enough skilled employees to handle call flow within a call center? Companies focus on KPIs to determine whether they can handle projects. The organization determines whether they can achieve first call resolution. This is a key metric. Are representatives able to address complex troubleshooting with one phone call? This determines the achievability of projects. An effective action plan leads to clear decisions that address how to formulate clear objectives.

Employees with problem-solving skills need to voice their observations regarding procedures. Inclusion motivates employees to provide insights. This will maximize employee retention and increase employee morale. Managers need to utilize employees - the backbone of an organization. They’re future managers who’ll learn what is attainable through interactions with teammates who make productivity statistics a priority. 


Who, what, when, where, why and how are all important, but when considering change, you need to make “why” a priority because this indicator drives change. To complete assignments, break down responsibilities into smaller tasks with specific timeframes that address daily, weekly, monthly, and yearly goals.

These measurements reinforce beliefs that benchmarks can be achieved by analyzing metrics that illustrate areas of opportunity and by providing feedback to individual employees who impact achievable and measurable standards while working within a positive work setting. Examples of a SMART goal provide valuable insights to the effectiveness of this tool.


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