SMART is a five-criteria framework for writing goals that are concrete and actionable rather than vague: Specific, Measurable, Achievable, Relevant and Time-bound, commonly used to set goals within a performance appraisal cycle.

What each letter means, with an example

Specific means the goal is clear and well-defined, answering what, why and how. Measurable means there’s trackable evidence of progress, not just a feeling of improvement. Achievable means it’s realistic given the constraints at hand. Relevant means it aligns with broader objectives rather than being goal-setting for its own sake. Time-bound means it has a defined deadline. Put together: “Increase monthly sales by 15% over the next six months by contacting at least 10 potential clients every week and pitching the new product, in line with the company’s Q3-Q4 growth strategy,” hits all five criteria in one sentence.

Frequently asked questions

Do the letters ever mean something slightly different?

Occasionally, some variants read “A” as Attainable and “R” as Realistic instead, minor wording differences that don’t change the substance of the framework.

Is SMART the same as OKR?

No, SMART is a set of criteria for writing any individual goal well. OKR is a broader framework structuring multiple goals around one objective.

Who typically sets SMART goals, the employee or the manager?

Usually drafted collaboratively, with the manager ensuring alignment to team priorities and the employee ensuring the goal feels genuinely achievable and owned.

See how SMART goals feed into a broader performance appraisal cycle.