We recommend three or four SMART goals be set annually, and they should be set in agreement between employees and managers to benchmark annual performance. The goals should be a reflection on the larger organization, the department, and more specifically, the individual and his or her role. Linking goals to strategic plans is crucial because it ensures everyone within an organization is working towards the same objectives, providing a clear direction for decision-making, enabling effective progress tracking, and allowing for better resource allocation by aligning individual actions with the overall company vision and long-term strategy; essentially, it creates a cohesive framework to achieve desired outcomes. The result should be a clear direction about the role and how performance in that role will contribute to greater performance of the organization.

It is vital to remember this is an ongoing process to establish a shared understanding of what is to be achieved and how it is happening. Coaching sessions related to these goals should occur frequently throughout the year. Regularly scheduled check-ins are important to ensure alignment and prevent surprises during mid-year and annual reviews because they provide a continuous feedback loop, allowing managers to identify potential issues early on, address concerns proactively, and keep employees updated on their performance against goals, thus eliminating the possibility of surprises being revealed only at the time of a formal review.

We encourage all employees and managers to schedule time to review and approve their 2025 SMART goals. Once approved, they are recorded in our HRIS (Human Resource Information System). This site allows employees to share their own performance assessment and is where managers record and submit their final views on each employee’s performance. The due date for all 2025 SMART goals to be submitted is Friday, March 7.

Additional SMART Goal Setting training and resources are available on URUS People.