My boss was not pleased with my write-up regarding the tasks for the 2010 Appraisal, and he mentioned to me that my tasks are not SMART objectives. I would appreciate it if you could go through the attached appraisal and educate me to make these tasks more SMART objectives. Looking forward to your comments and feedback.
Regards, Khaled Al Maskari
Head of Organization Development
Location: Dubai, United Arab Emirates
From United Arab Emirates, Dubai
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2Regards, Khaled Al Maskari
Head of Organization Development
Location: Dubai, United Arab Emirates
From United Arab Emirates, Dubai
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Improving Task Objectives to SMART Criteria
Khaled, to enhance the effectiveness of your task objectives for the 2010 Appraisal and align them with SMART criteria, follow these steps:
1. Specific: Ensure that your objectives are clear, precise, and well-defined. Avoid vague language or ambiguous terms. Clearly state what needs to be achieved.
2. Measurable: Include quantifiable metrics or indicators to track progress and success. Define how you will measure the accomplishment of each objective.
3. Achievable: Confirm that the tasks are realistic and within your reach. Consider your resources, time constraints, and capabilities when setting the objectives.
4. Relevant: Connect the objectives to the overall goals of the organization and your role within it. The tasks should contribute meaningfully to the success of the team or department.
5. Time-bound: Set specific deadlines or timeframes for each task. Establish clear start and end dates to create a sense of urgency and accountability.
By revisiting your tasks with these SMART criteria in mind, you can enhance their clarity, measurability, achievability, relevance, and time-bound nature. This approach will not only satisfy your boss's expectations but also increase the effectiveness of your performance appraisal. Good luck!
From India, Gurugram
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Khaled, to enhance the effectiveness of your task objectives for the 2010 Appraisal and align them with SMART criteria, follow these steps:
1. Specific: Ensure that your objectives are clear, precise, and well-defined. Avoid vague language or ambiguous terms. Clearly state what needs to be achieved.
2. Measurable: Include quantifiable metrics or indicators to track progress and success. Define how you will measure the accomplishment of each objective.
3. Achievable: Confirm that the tasks are realistic and within your reach. Consider your resources, time constraints, and capabilities when setting the objectives.
4. Relevant: Connect the objectives to the overall goals of the organization and your role within it. The tasks should contribute meaningfully to the success of the team or department.
5. Time-bound: Set specific deadlines or timeframes for each task. Establish clear start and end dates to create a sense of urgency and accountability.
By revisiting your tasks with these SMART criteria in mind, you can enhance their clarity, measurability, achievability, relevance, and time-bound nature. This approach will not only satisfy your boss's expectations but also increase the effectiveness of your performance appraisal. Good luck!
From India, Gurugram
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Performance Improvement Plan.doc