Ultimately whatever you decide to do, you need to make sure that you’re creating a realistic goal. If it’s not, you need to reconsider a more realistic number.

If you think it’s attainable, you need to outline how you plan to achieve it. It’s a big jump going from 150 one year to 500 the next year, so you need to think about if this is realistic. So this year, a realistic goal might be to onboard 300 new clients - but ideally, you want to be hitting closer to 500. Last year, your company onboarded 150 new clients.

So it’s really down to whoever’s setting the goal to make sure that line isn’t crossed. There’s a fine line between creating a goal that’s unrealistic, and creating a goal that pushes your team to do better than before. If the answer is ‘no’, you might want to rethink it. When you’re creating your next goal, ask yourself this:īased on experience and the resources you have available, is this goal realistic? To be SMART, you must have an achievable goal. Much easier than manually trying to keep on top of it, don’t you think? With the help of our software, you can track the progress of your goals and see how they’re ticking along. Top tip: a great way to keep track of measurable goals is to use work management software, like. You need that measurement in place to determine when the goal is complete.īy having success measures in place, you can easily see how your goal is progressing, if it’s on track to be delivered as expected, and when it’s accomplished. How will you know when you’ve hit the goal? Now picture the goal without the 20% increase. We can clearly see that an increase of 20% in sales means that the goal is accomplished. If you’re setting goals, you need to have a measurement in place to determine success. ‘My goal is to achieve a 20% increase in sales in the next 3 months by improving the customer experience.’ĭoing this removes any possibility of misinterpretation, and makes the outcome 100% clear for everyone involved. Think about the specifics, and you’ll have something more like this: How do you plan to increase sales? How much increase would you like to see? What’s your deadline? That’s great, but there are still a lot of questions unanswered. A vague goal just won’t cut the mustard in the SMART framework.įor example, imagine you have a goal that says: Your goals need to be simple, clear, and specific. So let’s break down the SMART criteria: #1.

Sbart acronym