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SMART goals: A step-by-step guide with business examples

SMART goals: A step-by-step guide with business examples

Author NameBy Ima Ocon
•
April 4th, 2025
• 10 min read
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Table of contents

  • What are SMART goals?
  • How to write your own SMART goals
  • Why SMART goals are effective
  • Examples of SMART goals for different industries
  • Tips for moving forward with SMART goals
  • Implement SMART goals in your organization with Lumiform
Choose from our 10,000+ free, customizable templates.
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Summary

Learn how to write SMART goals that drive results and put them into action across real business scenarios.

To drive change in your organization or launch a successful project, it’s essential to have a clear goal from the start. SMART goals are a time-tested approach that helps you prioritize, focus your team’s energy, and avoid wasting time on tasks that don’t add value.

Read on to find out about the SMART framework—what it is, how to apply it, and why it works. You’ll find practical tips for writing better goals, along with real-world examples for applying it at work (and beyond).

What are SMART goals?

SMART is a simple acronym that helps you define goals so that you can implement them more clearly. It forces you to get specific, which makes goals easier to assign, follow, and complete. In fact, the concept first showed up in the 1980s, with the purpose of setting business objectives. Now, it has been widely adopted across industries, from corporate goal setting to project management and even personal development.

Here’s what SMART stands for:

  • S – Specific: What exactly are you trying to achieve?
  • M – Measurable: How will you track progress or know you’ve succeeded?
  • A – Achievable: Can this be done with the time, people, and tools available?
  • R – Relevant: Does it align with team or business priorities?
  • T – Time-bound: When should it be done? What’s the deadline?

For example, if you manage a store and want to improve customer satisfaction, a vague goal would be: “Make customers happier.” But if you apply SMART to this instead, it would become:

“Increase positive customer feedback scores from 75% to 85% in the next quarter by implementing a new feedback form and training staff on response protocols.”

How to write your own SMART goals

Going beyond the meaning of the acronym, we’ll show you now how to write SMART goals that actually work in practice. Below, we’ll walk you through each step of the framework, with examples based on business situations. You can also fill out these pre-made SMART goal templates to kickstart the process.

Whether you’re preparing for an audit, rolling out a new process, or managing team performance, setting SMART goals will help you get specific and stay grounded.

1. Specific: Focus on one clear outcome

Being “specific” means describing exactly what you want to change, fix, or improve and setting a clear target. There’s no room for confusion–specific goals tell your team (or yourself) what success looks like concretely.

For example, a generic goal would be: “Improve warehouse operations.” But a specific goal would be: “Cut average order picking time in our Berlin warehouse by optimizing shelf layout and staff routing.”

Here are some questions you can ask:

  • What do you want to happen?
  • Who is responsible?
  • Where is the goal? Is it tied to a location, process, or department?

This level of specificity gives your team direction. It also makes delegation easier. People are more likely to follow through when they know exactly what’s expected.

2. Measurable: Define how you’ll track progress

Now that your goal is specific, the next step is to make sure it’s measurable. If you can’t measure it, you can’t manage it.

To be measurable, your goal should have at least one quantifiable indicator—something you can count, compare, or check off. This gives your team something to aim for and make progress feel real.

For example:

  • Vague: “Improve customer service response times”
  • Measurable: “Respond to 90% of customer support tickets within 2 hours, Monday to Friday”

The second version sets a clear expectation. For metrics, you can look at data like audit or inspection scores, completion rates on assigned tasks, production units, error rates or downtime logs, or even certification rates for compliance-related goals.

3. Achievable: Keep it realistic and within reach

A goal should stretch your team, but it shouldn’t be so exaggerated it’s out of reach. If it’s too ambitious, people will disengage. But then if it’s too easy, it also won’t drive as much meaningful change. The sweet spot is somewhere in the middle: challenging, but doable given your current resources and timeframe.

With each goal, consider these:

  • Do we have the capacity to hit this goal right now?
  • Are the tools, people, or systems in place?
  • Have we done something similar before—and what was the result?

Let’s say you manage compliance across multiple locations. If you only do one audit per location for each quarter, setting a goal like “Conduct 100% of all location audits weekly” might sound good on paper, but it’s a massive leap.

To make sure a goal is achievable, discuss it with the people who are responsible for it. They’re likely to see roadblocks early that leadership might miss.

4. Relevant: Tie your goals to real business priorities

A relevant goal directly supports your team’s objectives—or your company’s. It helps move the business forward.

Before locking in a goal, take a moment to zoom out and look at the bigger picture. Ask yourself why this goal matters right now, and how it fits into the broader strategy. And if the goal is achieved, what will actually change? If the answer to those questions isn’t clear, the goal might be worth rethinking or reframing.

Relevant goals are usually tied to team KPIs, compliance requirements, process improvement efforts, or customer satisfaction. They might also boost productivity or cost savings significantly.

4. Time-bound: Set a clear deadline

A goal without a deadline risks being forgotten or getting delayed. Decide on a clear, realistic deadline. For example:

  • Vague: “Reduce machine downtime”
  • Time-bound: “Reduce machine downtime by 20% by the end of Q2”

You can apply this even to goals that are recurring compliance checks or monthly reports. This also works: “Send customer satisfaction surveys every Friday after delivery.”

Why SMART goals are effective

SMART goals have been around for a while for a reason–they’re grounded in solid psychological principles and business thinking.

Since SMART goals are clearly defined, they reduce mental load, giving the brain a definite target to aim for. Teams and individuals can then focus, plan, and execute with more structure.

In business, the ability to measure progress and get feedback loops is also critical. When you see how far you’ve come (or how far you’re falling behind) it becomes easier to make adjustments along the way. People become motivated when they can see real evidence of momentum. Managers and teams also get objective data for decision-making, rather than relying on vague impressions of effort or progress.

Ultimately, SMART goals allow you to break down larger organizational objectives into smaller, manageable targets that different teams can act on.

Examples of SMART goals for different industries

You can apply the SMART framework across diverse situations to create focused, actionable goals. Here’s how it might work for several industries:

Manufacturing

  • Reduce defect rate in final assembly by 15% by the end of Q2 through weekly quality checks and process adjustments.
  • Increase production output by 10% over the next 3 months by adding a second shift and optimizing machine scheduling.

Retail

  • Reach a 95% rate of completed customer feedback surveys by end of month to gather insights for product placement decisions.
  • Train 100% of sales staff on the new POS system by May 15 to ensure a smooth rollout.

Hospitality

  • Improve average guest rating from 4.2 to 4.6 stars by end of quarter by updating room amenities and retraining front desk staff.
  • Reduce room turnover time by 20% within 6 weeks by adjusting housekeeping shift schedules and workflows.

Healthcare

  • Complete annual compliance training for 100% of staff by July 31 to maintain accreditation requirements.
  • Improve appointment scheduling accuracy to 98% by implementing new software and staff training by end of May.

Technology

  • Decrease customer churn from 6% to 4% by Q3 by enhancing onboarding and launching a success check-in program.
  • Resolve 90% of Tier 1 support tickets within 24 hours by the end of the quarter through improved triage and documentation.

Construction

  • Submit daily project status updates for 100% of active job sites by 6 PM each workday, starting this month.
  • Reduce supply delivery delays by 25% within 2 months by switching vendors and revising order schedules.

Logistics

  • Achieve 98% on-time delivery rate by Q3 by adjusting route planning and implementing weekly performance reviews.
  • Lower fuel costs by 10% over 3 months by introducing driver efficiency training and monitoring usage.

Tips for moving forward with SMART goals

Once you understand the power of SMART goals, the next challenge is making them work in the real world. Here are some practical tips to help you move from planning to real progress.

First, start small and build up. Don’t try to overhaul your entire workflow with dozens of SMART goals at once. Begin with one or two meaningful areas—something you genuinely want to improve or explore.

Leave room too for reflection and course correction. SMART goals aren’t set in stone. Build in regular check-ins—weekly, monthly, or quarterly—to reassess whether your goal is still relevant, if your timeline is realistic, or if your priorities have shifted.

Consider using them in one-on-ones and performance reviews. SMART goals give structure to manager-employee conversations. Instead of vague feedback like “You need to take more initiative,” you can set a SMART goal: “Lead two client calls independently by the end of the month.” This reduces anxiety and improves accountability for both sides.

Implement SMART goals in your organization with Lumiform

With Lumiform, it’s easier to set SMART goals and apply it across teams and even your entire organization. Its software and app allows you to turn your goals into clear workflows, track results, and stay organized. Here’s how it helps:

  • Build your processes around your goals. Use the AI form builder to create fully custom workflows for audits, inspections, performance tracking, or checklists. Get a head start too with 12,000+ templates.
  • Assign tasks and actions with clarity. Delegate responsibilities, add deadlines, prioritize issues, and loop in assignees with just a few clicks.
  • Keep everything visible and accountable. Use dashboards and real-time status updates to monitor progress without needing to chase people down.
  • Track results and spot patterns. Automatically generate reports, apply filters, and visualize your progress with charts and custom dashboards. Perfect for reviews or keeping leadership updated.
  • Stay flexible across teams and devices. Lumiform works across desktop, tablets, and mobile, with offline mode and real-time sync. So whether your team’s in the office or on the floor, everyone stays connected.

Try Lumiform for free now and see how it can turn your team’s goals into progress, with more results!

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Choose from our 10,000+ free, customizable templates.
Browse templates

Frequently asked questions

Are SMART goals useful for creative or less structured roles?

Yes—SMART goals work in creative roles too. Instead of measuring output in strict numbers, you can track milestones, iterations, or feedback cycles. For example, a designer might aim to deliver three client-approved concepts within two weeks, or test two new visual directions per campaign. .

How do you set SMART goals for a team, not just an individual?

When setting SMART goals for a team, focus on shared outcomes and clearly define who owns what. Identify the team’s objective, then break it into smaller, role-specific tasks. Assign deadlines, use regular check-ins to track progress, and agree on how success will be measured together.

Can a SMART goal change over time, or should it stay fixed?

A SMART goal is meant to provide structure—but it’s not unchangeable. If priorities shift, data reveals new insights, or blockers come up, revisit the goal. You might need to adjust the timeline, change the scope, or redefine what “success” looks like. The important part is to communicate changes clearly and update expectations across everyone involved.

Author
Ima Ocon
Ima is a writer and editor who specializes in technology, with experience crafting content for companies like Canva and FluentU. She's passionate about startups, remote work, and language learning, as well as the applications of AI in marketing. Currently, she is based in Asia, and she previously studied in Taiwan and Singapore.
Lumiform offers innovative software to streamline frontline workflows. With over 12,000 ready-to-use templates or custom digital forms, organizations can increase efficiency and automate key business processes. The platform is particularly user-friendly, offering advanced reporting capabilities and powerful logic functions that enable automated solutions for standardized workflows. Discover the transformative potential of Lumiform to optimize your frontline workflows. Learn more about the product

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