SMART goals. Surely, all of us have heard about them at some time or the other. The equivalent of your business super-food, if you will — all the professionals nodding along and saying ‘Oh yes I get how that is so good’ while quietly thinking to themselves, “But do I really get all the vitamins out?”
You have probably used SMART goals before – Specific, Measurable, Achievable, Relevant, and Time-bound. Clean, succinct, and makes perfect sense. The Catch-22 is that on one hand, companies are establishing goals that would have all these things in place, yet they do not consider the important ingredient of employee experience.
Yes, you read that right. It’s like making a cake without sugar. It might seem like you have everything you could want, but does EVERYONE enjoy it?
However, in addition to the aforementioned benefits, which tend to deliver ‘good’ results we’re going to go further down the rabbit hole of SMART goals and talk about how incorporating employee experience (EX) can take it one step further to become nothing short of an ‘I didn’t know this was possible!’ type transformation for your business. good.
Let’s dive in, shall we?
I know what you’re thinking. BUT WAIT…SMART goals have been working this whole time, why fix what ain’t broken right? Sure, they’re effective. The expectations are clearly defined and the steps to success point in a logical structure. But that is the thing, they are not perfect.
You can set the SMARTest goal (specific, measurable, and time-bound) in the world, but if your employees are not motivated, engaged, or happy all your brilliant objectives will end with a formality.
Real Talk Moment: Just think of it. Have you ever attempted to accomplish a goal in fitness, say running a 5k? You had the plan, even maybe a schedule and fancy running shoes However, after a week of back-to-back zoom calls ending at 9 pm, you are wiped out; and suddenly your enthusiasm wanes and Netflix sounds better than that hike.
There is absolutely no difference when an employee’s emotional and physical needs are ignored those goals, as in sight-achievable as they may appear, still equally beyond reach.
Then what is that one missing element? Employee experience. ALIGNING SMART + POSITIVE If you approach your SMART goals with a positive EX in mind, now you are not just setting any goal — You are creating the environment for success to happen, for new possibilities to emerge and true progress and growth. So how could these 2 concepts possibly (and positively ) dance?
What is Employee Experience? Like customer experience, but for your employees instead. Consider every touchpoint with an employee — from the day they saw your job ad, to when they leave (hopefully not too soon). After all, it is their adventure, and every good adventure should have memories.
However, all too frequently companies concentrate only on the outcomes (i.e. achieving those SMART objectives) and don’t take any time to consider the means by which employees are interacting with one another in their place of work… or worse still, because they do not reflect completion vs a failure, are setting themselves up for ultimately having created an unfulfilling work experience. That misstep an employee takes can lead to stress, burnout, and lack of recognition — and your business is left to pick up the pieces.
Besides, hell, who intends on building a crappy company? Yet, the reality is conversely that by not paying attention to EX companies all too frequently end up doing exactly that. Including a stellar EX in your SMART goals is not merely a luxury — it’s a bring-your-own-device (BYOD) business opportunity.
This is where shit gets real. Think of your SMART goals as a high-performance sports car. It is stylish, it was designed to win races and it has all the state-of-the-art functions you might ever desire. The trouble is though, that sparkly car ain’t going anywhere without any fuel.
Would you like to know the fuel of this machine? That, in the end, is employee experience (EX). You need it to not only get the car moving but also make sure everything else is running smoothly and will be for years to come.
When companies incorporate EX into the SMART goals framework, they unleash a productive and successful cycle where not only are goals met — but crushed, exceeded, and often in ways that no one expects. Well, how does this mutualistic relationship function? Let’s break it Down Piece by Piece
Specific (S): Naming exactly what should be done is not enough — you also have to consider who must do it. Do your employees have correct tools in hand Do they get adequate emotional and physical support to ensure their success? Specificity is not just about articulating the task really well…it means setting your team up for success. This will reflect on their mental health, the amount of work they have and resources (provided). It is interesting to think, an employee that goes unnoticed is much like a driver without any hints on what route to take.
M stands for Measurable — because let’s be honest, everyone loves metrics, don’t they? But this is the challenge — how can you measure EX? But it is not as direct as revenue or productivity. This is where the tools like employee surveys, regular one one-on-one check-ins, and pulse engagement assessments take their shape. This gives you something to measure against every day, rather than closing your eyes and turning the wheel. Things that are not measured, cannot be improved.
Attainable (A): A goal cannot be achieved if your team is dead on its feet. Check out how they are doing with their workload, mental health, and job fulfillment in general. Your productivity drops when your team is spread thin. And burnout? The quiet killer of all the best new intentions.
R = Relevant: The goals have to be relevant not only at a firm level but also in line with the employee’s individual and career development. Employees who that understand their work connects to their ambitions and values are much more likely to be committed and engaged
T– Time-bound – No project is linear, and let’s face it few things in life are. Consider employee welfare, holidays, and personal appropriateness. Flexibility may make the difference between reaching a goal or burning out before we do.
Ever heard of Buffer? No, not that annoying thing on streaming platforms when your WiFi is acting up. Buffer, the social media management company, is one of the best SMART goals examples of how integrating employee experience can lead to incredible business success.
Buffer has a fully remote team spread across different time zones. While managing a remote team presents a unique set of challenges, Buffer has successfully used SMART goals to drive its business forward by deeply embedding employee well-being into the heart of its operations.
Specific Goals: Buffer sets very clear objectives for its team members but ties these objectives to personal growth opportunities. For example, rather than merely setting a goal like “Increase customer engagement by 10%,” Buffer encourages employees to align the goal with their personal career aspirations, such as learning a new marketing tool or leading a team project.
Achievable and Time-bound: Buffer is also a firm believer in realistic workloads. They ensure that goals are set with flexible timelines and respect for employees’ work-life balance. Employees are even encouraged to take sabbaticals to recharge, avoid burnout, and ensure they’re working at their best.
Salesforce is a company that hardly needs an introduction, right? But what you might not know is how this CRM giant integrates employee experience into its goal-setting process. Salesforce understands that a satisfied, engaged employee is a productive employee – and they’ve taken concrete steps to prove this.
Specific and Measurable Goals: Salesforce has a clear goal-setting process where employees are not just informed about their role in achieving company objectives but are also encouraged to give input.
What’s particularly interesting is their approach to measurement. Instead of simply tracking business results, Salesforce also measures employee satisfaction via regular surveys and check-ins.
This dual approach ensures that while the company is achieving business success, employees aren’t left feeling like cogs in a machine.
Relevant and Achievable: One of the standout ways Salesforce ensures its goals are achievable is by offering continuous learning and development opportunities. This ensures that employees not only have the skills but also the confidence to hit their targets. The company is also vocal about its commitment to diversity and inclusion, aligning many of its goals with creating a supportive and fair workplace environment.
The Impact of Employee Experience on Productivity and Innovation
No fluff here when we speak about integrating Employee Experience (EX) into SMART goals, not simply to please HR. It is based on some very real data that suggests rewarding, supporting, and keeping your employees happy…actually works.
Otherwise, we are talking about productivity and improvement of innovation at work. To cut to the chase: Happy employees are 12 percent more productive according to research from the University of Warwick. And their less happy counterparts? The 10% lag that they represent. That is a huge change, and one every business cannot afford to miss.
So, why does this happen? Consider an employee who is always feeling the pressure. With deadlines constantly approaching, countless meetings taking place, and only being fed bad news. Yes, they may look to achieve the SMART goals that have been set for them, but are these really what makes them perform at their optimum? Hardly.
It can lead to costly errors, burnout, and worse still (certain employees may just throw in the towel). But come on — finding and hiring a new employee is not only a hassle, but it also costs money.
Some estimates show that the cost of losing a single worker is 50–200% of their annual pay, depending on where they are in an organization. As a result, when companies overlook EX, they are literally foregoing money in one way or another.
Kind of like investing for EX is the equivalent to upgrading your entire team from regular unleaded to premium gas. Yes, both can make the car run, but one will help it run well for a long time. It’s not about spoiling employees or doing a backbend to accommodate their personal lives, it’s just good business. Happy employees equal productivity, retention and creativity. In short, when you focus on EX, it benefits all parties.
Now that we understand why EX is important, let us return to the tangible side of things. Where does employee experience thread into our SMART goals? SPOILER ALERT: SMART Goal examples on how to integrate EX into your goal-setting framework that will put your business in a perfect position so it uses people effectively.
Smart: “Boost team productivity by 15% over the next six months by translating employee survey results and solicited feedback into a new streamlined process and simpler work hours.”
Why it works: This goal doesn’t center around strictly doing things efficiently just to do them quickly. It uses feedback right from the employees, and hence these changes now rightly contribute to bettering of their experience at work. This approach allows the team to maximize their peak productivity as well as happiness by addressing two sides of the same coin — process improvement efficiency and work-life balance.
Measurable: Goal ― Introduce flexible work hours, team-building activities, and wellness initiatives according to staff preferences Outcome achievable 90% employee engagement score in the next quarter.
Why it works: This goal has clear, measurable results in mind and is EX-based. More companies should consider allowing their employees to work when they feel best rather than only during the hours of 9-to-5, and wellness programs shouldn’t just be perks; they are crucial in making sure people have time for themselves.
By involving staff in these choices, you also make the initiatives more likely to connect with what they need rather than just being what management believes will work.
Example: “Over the next year, increase customer satisfaction by 20% by offering tailored professional development opportunities and wellness programs for our support team.
Why it works: Improves employee well-being which, to the customer, is directly perceived as satisfaction. The employees that are happy to be working there will provide better service, period. By doing this, it not only brightens the mood but equips the team to provide excellent support. It’s a win-win.
These SMART goal examples demonstrate how EX is not merely a tick box exercise, but that it allows us to build in a manner where we ultimately engage employees with work and help them sustain reaching their goals! The resultant open and inclusive environment does not just boost productivity; it provides an engine for innovation and long-term success when your employees are valued, backed up promptly, and adequately supported.
Here’s the bottom line: SMART goals are a great tool. But without considering employee experience, they’re only half the equation. It’s like owning a sports car but never taking it out of second gear. You might get to your destination, but you’re not maximizing your potential.
By integrating EX into your SMART goal-setting process, you’re not just setting goals—you’re creating a thriving, engaged workforce that’s motivated to smash targets and exceed expectations. Real-life SMART goal examples of businesses like Buffer and Salesforce have already proven this formula works. Now, it’s your turn to take the wheel.
We’ve dug deep into the world of SMART goals and discovered that while they’re essential for setting clear and achievable targets, they’re even more powerful when combined with a positive employee experience. By focusing on EX, businesses not only meet their goals but also create an environment where employees feel valued, engaged, and motivated. After all, a happy team is a productive team.
SMART goals are specific, measurable, achievable, relevant, and time-bound objectives used to create a structured approach to goal-setting.
Employee experience ensures that employees are motivated and engaged, leading to higher productivity and better achievement of SMART goals.
Sure! For instance, “Increase team efficiency by 15% in 6 months by improving work-life balance through employee feedback.”
Studies show that happy employees are up to 12% more productive, making employee experience a crucial factor in business success.
You can measure employee experience through regular surveys, feedback forms, one-on-one meetings, and engagement metrics.
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