• SPECIFIC - Goals should be detailed enough to be easily understood and should relate directly and specifically to the employee’s position
• MEASURABLE - If a goal is not measurable, there can be disagreement on whether it has been accomplished
• ACHIEVABLE - Employees must believe they are capable of accomplishing their goals; goals should be challenging, but achievable and within the abilities of the individual
• REALISTIC - Goals must be reasonable and related to the position of the employee in order to afford him/her the opportunity to succeed
• TIME-BOUND - Clear deadlines should be established so employees know whether they have met the goal in a timely manner
Please correct Chokpaisarn PI per guide line below.
The information required on the PIP must be factual and specific, if we use the SMART principle then we will be accurate in our description of what is not being achieved. Similarly when we are looking at the changes required, when the line manager is outlining the issue there can be no language such as - I think or I believe – there must be factual data such as -
Issue 1 - The error rate in Exterran for this task is 3%, your error rate is 15%.
Issue 2 - The deadline for submission of this report/document is the 5th of each month, during the months of xxxxx you did not submit this document until 10th 15th.
We use the same principle when we are outlining the improvements required:
Corrective Action 1 – I require your error rate to be at 7% by xxxxx date and 3% by xxxxxxx date
Corrective Action 2 – I require your report/document to be submitted by the 5th of xxxxx month and every month thereafter.
The information above does not detail what is or what is not happening with this individual. It needs to outline where their output or work performance does not match their peers.
None of the corrective action follows the SMART guidelines. It is not easy to see what ‘success’ looks like. There are no completion dates or % improvements mentioned.
Improvement