SMART Goals: A Casual Guide for Engineering Team Leads

Hello there, fellow engineers and team leads! If you’ve landed on this post, you’re probably looking for a way to improve your goal-setting game. As someone who juggles between being a technical leader and an engineering team lead, I know how crucial it is to set clear, achievable targets for our teams. Enter SMART goals — a concept that has helped me a ton, and I bet it can help you too. Let’s dive into each letter of this acronym, and I’ll share a good and a bad example for each, along with some casual reasoning for why they matter.

S is for Specific

When setting goals, it’s essential to be as specific as possible. A well-defined objective makes it easier to plan, execute, and measure progress.

Good example: Reduce server response time by 30% within the next quarter. Bad example: Improve server performance.

In the good example, the goal is focused on a particular aspect of server performance — response time. It also sets a specific target (30%). The bad example is vague and leaves room for interpretation, making it challenging to measure or achieve.

M is for Measurable

Goals should have concrete criteria that allow you to track progress and determine when the goal has been achieved.

Good example: Increase monthly active users by 15% in the next six months. Bad example: Get more users.

The good example sets a measurable target (15% increase) and a time frame (six months). The bad example is ambiguous — how many more users? Over what period? Having a measurable goal helps keep the team on track and focused.

A is for Achievable

A good goal should be challenging yet achievable. Setting unrealistic goals can lead to frustration, burnout, and demotivation.

Good example: Implement a new feature that allows users to customize their dashboard within the next two months. Bad example: Build a product that rivals Google within a year.

In the good example, the goal is ambitious but achievable with the right resources and planning. The bad example, on the other hand, is unrealistic — taking on a behemoth like Google in just one year is a recipe for failure and disappointment.

R is for Relevant

Ensure that your goals are relevant to the team’s broader objectives and the organization’s overall mission.

Good example: Improve the onboarding process to increase new user retention by 20% in the next quarter. Bad example: Create a new mobile app just because the competition has one.

The good example addresses a relevant aspect of user experience — onboarding — and ties it to an important metric — user retention. The bad example lacks a clear purpose, and chasing competitors without a strategic plan can lead to wasted resources and effort.

T is for Time-Bound

Goals should have a clear deadline, which creates a sense of urgency and helps prioritize tasks.

Good example: Complete the migration to a new database by the end of Q2. Bad example: Migrate to a new database someday.

The good example sets a clear time frame for completing the migration — end of Q2. This allows the team to plan and allocate resources efficiently. The bad example lacks a deadline, making it easy to procrastinate or lose focus.

In conclusion, SMART goals can be a game-changer for engineering team leads looking to level up their goal-setting prowess. By ensuring your goals are Specific, Measurable, Achievable, Relevant, and Time-Bound, you’ll set your team up for success and create a more efficient, focused work environment.

Recommended readings:

https://www.atlassian.com/blog/productivity/how-to-write-smart-goals