Once you’ve entered the world of work, performance reviews are likely to be a part of your working life. Done right, performance reviews give you reasons for continuous improvement, making valuable contributions in your job, and keeping your career on track.
A big part of performance reviews is goal setting. It's important to know is that goal setting is highly personal. You can't just copy goals from your peers and make them your own. The goals you specify should be a result of considering three factors: your current performance, your own career objectives, and your role within the company.
A well-known method for creating effective goals is to use the SMART criteria. SMART stands for Specific, Measurable, Attainable, Relevant, and Time-bound. Using the SMART method will make the mission of achieving your goals easier to visualise and therefore easier to plan for.
If you want to know how to turn your performance review goals into SMART goals, read on.