What does the m in smart stand for?

The m in smart stands for "measurable", and the full English name is "Measurable", which means that the performance indicators are quantitative or behavioral, and the data or information to verify these performance indicators is available.

The m in smart represents measurable.

Specific explanation of the SMART principle:

1. S: stands for Specific, which means that performance appraisal must target specific work indicators and cannot be general.

2. M: stands for Measurable, which means that the performance indicators are quantitative or behavioral, and the data or information to verify these performance indicators is available.

3. A: stands for Attainable, which means that the performance indicators can be achieved with hard work. Avoid setting goals that are too high or too low.

4. R: stands for Relevant, which means that the performance indicator is related to other goals of the work; the performance indicator is related to the job.

5. T: stands for Time-bound, focusing on a specific deadline for completing performance indicators.

Extended information

Characteristics of SMART principles (management by objectives):

1. Pay attention to human factors.

Management by objectives is a participatory, democratic, self-control management system, and a management system that combines personal needs with organizational goals. Under this system, the relationship between superiors and subordinates is equality, respect, dependence, and support. Subordinates are conscious, autonomous, and autonomous after committing to goals and being authorized.

2. Establish a target chain and target system.

Goal management uses a specially designed process to decompose the overall goals of the organization into sub-goals for each unit and employee. From organizational goals, to business unit goals, to department goals, and finally to individual goals.

In the process of goal decomposition, rights, responsibilities, and benefits have been clearly defined and symmetrical to each other. These goals have the same direction, are interlocked, and cooperate with each other to form a coordinated and unified goal system. Only when each person completes his or her own sub-goals can the overall goal of the entire enterprise be achieved.

3. Pay attention to results.

Goal management starts with setting goals and ends with the assessment of goal completion. Work results are the standard for assessing the degree of completion of goals, and are also the basis for personnel assessments and awards. They have become the only symbol for evaluating management performance.

As for the specific processes, approaches and methods to achieve the goals, superiors do not interfere too much. Therefore, under the management by objectives system, there is very little supervision, but the ability to control the achievement of goals is very strong.

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