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Why and How Smart Companies Review SMART Goals Quarterly

A recent survey of CEOs revealed the pandemic increasing the desire for digital operations that enabled remote work and supported an employee-oriented culture.

This shift meant setting new goals for workplaces. This said embracing even the most minor new goals can be a challenging exercise for businesses. That’s why it is critical to regularly review organizational goals and ensure the goals they set to meet the company’s needs.

Why Your Supply Chain Company Should Review SMART Goals Quarterly


Before we discuss reviewing goals, it’s essential to ensure they are being set correctly.

Many people and organizations use the “SMART” approach to goal setting, with SMART being an acronym for Specific, Measurable, Achievable, Relevant, and Time-based.

This proven framework is commonly used to help people and organizations achieve important short- and medium-term goals while making long-term progress.

Why You Should Review Your Goals

Reviewing goals gives your leaders a chance to reassess the choices they’ve made or haven’t made.

Anything your organization does or doesn’t do is the outcome of a choice, and often, we make choices out of routine. For instance, if a business doesn’t decide to create the type of workplace culture its leaders want, then the routine choices of employees will create a default culture. Often times that culture isn’t in the organization’s best interest.

For the goals that you have set, it’s important to understand why the choices behind them were made in the first place. Some choices are made as a knee-jerk reaction to an unwanted event. Others are made after a lot of deliberation. Understanding why goal-related decisions were made in the first place can help you determine if those goals are still relevant.

It’s also important to recognize that things change. Reviewing existing goals can let you know if the right choices are still being made.

How to Review SMART Goals

First, have your leaders have established the reasons for reviewing goals. Then it’s time to move forward and start looking at individual objectives.

If the review turns up a goal that doesn’t look useful or possible anymore, it could benefit from being reframed. For example, if your organization had its sights set on achieving a No.1 ranking in your area, but you haven’t been able to achieve it, it can help to consider why company leaders wanted that ranking in the first place. Then, focus less on achieving the actual goal and more on how to get there.

It also helps to reassess goals using the SMART framework. Was a particular goal adequately specific? Were you able to measure progress toward it and was it even achievable? Was the goal relevant to your overall needs? Did you set a reasonable deadline for achieving the goal?

We Can Help Your Company Achieve Its Goals

At ZDA, we focus on providing our clients with the talent acquisition solutions they need to succeed. Please contact us today to learn more about how we can help your company achieve its objectives.

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