Managers can be fuzzy when laying out expectations for their employees. Here are a few examples of things we say to employees:
Turning Fuzzy Goals Into SMART Goals
In my 20+ years in management, I’ve seen this countless times and even though I know better, I’m guilty of fuzzy goals too. Here’s the rub: When we don’t take the time to be very clear about the goals we set for our people, how are they supposed to do A+ work?
It’s been my experience that lack of SMART goals leads to disengaged and underperforming employees. We forget to do goals that are specific, measurable, attainable, realistic (sometimes relevant is substituted), and time bound.
Examples of Fuzzy Goals in Action versus SMART Goals
See if you’ve ever experienced one of these:
All these examples are dumb goals – let’s break it down:
Avoiding Fuzzy Goals Might Save the Employee (and Save You Legal Battles)
If the employee isn’t performing as you’d like, be sure they had SMART goals. If you haven’t laid that strong foundation, you may end up with a claim on your hands if they are terminated, especially if the employee is in a protected class. You also want to avoid wrongful termination .
Remember: If your terminated employee complains “I didn’t know”…or, “no one told me”, odds of some form of action are higher.
Be sure that all employees’ have a clear understanding of expectations. Use SMART goals and you’ll increase employees’ performance and decrease the odds of a performance based termination.
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