{"id":48322,"date":"2025-11-17T06:17:46","date_gmt":"2025-11-17T06:17:46","guid":{"rendered":"https:\/\/mondaysimon.com\/?p=48322"},"modified":"2026-01-31T08:59:05","modified_gmt":"2026-01-31T08:59:05","slug":"probation-objectives","status":"publish","type":"post","link":"https:\/\/mondaysimon.com\/th\/probation-objectives\/","title":{"rendered":"Probation Objectives Made Simple: Set Clear Expectations for New Recruits"},"content":{"rendered":"\n<div class=\"gb-element-86b1f60c\">\n<h3 class=\"gb-text-1236499f\"><span class=\"gb-shape\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewBox=\"0 0 576 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M259.3 17.8L194 150.2 47.9 171.5c-26.2 3.8-36.7 36.1-17.7 54.6l105.7 103-25 145.5c-4.5 26.3 23.2 46 46.4 33.7L288 439.6l130.7 68.7c23.2 12.2 50.9-7.4 46.4-33.7l-25-145.5 105.7-103c19-18.5 8.5-50.8-17.7-54.6L382 150.2 316.7 17.8c-11.7-23.6-45.6-23.9-57.4 0z\"><\/path><\/svg><\/span><span class=\"gb-text\">Key takeaways <\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list monday-list\">\n<li><strong>Prioritize Measurable Output Over &#8220;Learning&#8221;:<\/strong> Probation is a high-stakes test, not just extended training. Define 3\u20135 non-negotiable SMART goals covering Technical Proficiency, Output, and Team Integration that prove the employee can deliver real value. If success can&#8217;t be measured with a clear &#8220;yes&#8221; or &#8220;no&#8221; at the end of the term, your objectives are too vague.<\/li>\n\n\n\n<li><strong>Use the Day-45 &#8220;Reality Check&#8221;:<\/strong> Never wait until the final week of probation to realize a hire isn&#8217;t working out. Monitor progress during weekly check-ins; if a hire is &#8220;off-track&#8221; by the halfway point (Day 45 of 90), you must document the gap and provide specific support. This creates the objective paper trail necessary for a fair, defensible exit if they fail to improve.<\/li>\n\n\n\n<li><strong>Implement a Ramp-Up Schedule:<\/strong> Avoid the &#8220;Redline&#8221; mistake of assigning full-year KPI targets on Day 1. Instead, build a graduated plan that increases targets monthly as the employee integrates. This &#8220;ramp-up&#8221; ensures the hire isn&#8217;t crushed by information overload while still maintaining a clear, documented trajectory toward full-scale performance.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#what-are-the-probation-objectives\">What Are The Probation Objectives\u00a0<\/a><\/li><li><a href=\"#when-to-use-hard-hitting-probation-objectives\">When to Use Hard-Hitting Probation Objectives<\/a><\/li><li><a href=\"#what-works-with-probation-objectives\">What Works with Probation Objectives<\/a><\/li><li><a href=\"#why-probation-objectives-are-important-for-your-bottom-line-1\">Download The Probation Objectives Template<\/a><\/li><li><a href=\"#why-probation-objectives-are-important-for-your-bottom-line\">Why Probation Objectives Are Important for Your Bottom Line<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p>The Probation objectives is part of Monday Simon <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/\" data-type=\"page\" data-id=\"48803\">Manager Development Program<\/a>:<br>\ud83d\udc49 Module 6: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/recruitment\/\" data-type=\"page\" data-id=\"49759\">Recruitment in practice<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"559\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-15-1024x559.jpeg\" alt=\"3 point of employee probation objectives: asses performance, evaluate skills and identify training needs\" class=\"wp-image-48323\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-15-1024x559.jpeg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-15-300x164.jpeg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-15-768x419.jpeg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-15-1536x838.jpeg 1536w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-15.jpeg 1600w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-are-the-probation-objectives\"><strong>What Are The Probation Objectives&nbsp;<\/strong><\/h2>\n\n\n\n<p>The probation is the last, crucial test before you commit to a new employee. Too many managers treat it like extended training, letting it drift by with vague check-ins. Then, 4 months later, when the hire isn&#8217;t working out, you realize you have zero concrete evidence to manage them out. <\/p>\n\n\n\n<p>The probation period objectives are part of your mandatory <a href=\"https:\/\/mondaysimon.com\/th\/performance-management\/\" data-type=\"post\" data-id=\"48247\">performance management<\/a> duties as a manager and they act as your safety net. They are the 3 to 5 non-negotiable, measurable achievements a new employee must hit within the first 90 days (or whatever your mandated probation period is) to prove they belong on your team. Think of it as <a href=\"https:\/\/mondaysimon.com\/th\/smart-goals\/\" data-type=\"post\" data-id=\"48154\">SMART goals<\/a> with a a few months deadline. They switch the focus from &#8220;learning the ropes&#8221; to &#8220;delivering essential value.&#8221;<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-use-hard-hitting-probation-objectives\"><strong>When to Use Hard-Hitting Probation Objectives<\/strong><\/h2>\n\n\n\n<p>You need to set and rigorously track Probation objectives in these critical situations:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You are tired of having difficult, subjective performance conversations after the probation period ends because you lack clear benchmarks for success.<\/li>\n\n\n\n<li>You are hiring for a role where speed to impact is critical like sales, coding, or frontline support, and training time must be immediately followed by output.<\/li>\n\n\n\n<li>You need to minimize the risk of costly mis-hires by creating a clear, objective off-ramp that prevents a marginal employee from becoming a permanent fixture.<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-works-with-probation-objectives\"><strong>What Works with Probation Objectives<\/strong><\/h2>\n\n\n\n<p>Stop wasting time on generic, task-oriented goals like &#8220;Understand the CRM system&#8221; or &#8220;Meet the team.&#8221; That\u2019s onboarding, not performance. The Probation objectives must be directly tied to the specific, painful deliverables you hired them to achieve, just like the Target Profile you used during recruitment.<\/p>\n\n\n\n<p>You need to nail down three types of measurable objectives: Technical Proficiency, Output, and Team Integration.<\/p>\n\n\n\n<p>For Technical Proficiency, it\u2019s not &#8220;Attend the training.&#8221; It&#8217;s: &#8220;Successfully configure and launch a live A\/B test campaign independently in the MarTech platform by Day 30.&#8221; For Output, it\u2019s about results: &#8220;Close five new small business accounts, generating at least $15,000 in new recurring revenue by the end of the probation period.&#8221; The numbers need to be unambiguous.<\/p>\n\n\n\n<p>Here is my custom <a href=\"https:\/\/chatgpt.com\/g\/g-683fd5c950f08191b82cd8617df72972-simon-hr-guide-smart-kpi-okr-idp-assistant\" target=\"_blank\" rel=\"noopener\">ChatGPT for SMART goals<\/a>.&nbsp;<\/p>\n\n\n\n<p>The third, often overlooked, area is Team Integration, but again, make it measurable. Stop using &#8220;build good relationships.&#8221; Use: &#8220;Successfully led one cross-functional meeting with the Engineering and Product teams to align on a specific project deliverable, receiving positive feedback from both stakeholders.&#8221; This forces them to demonstrate leadership, communication, and influence, all the real work of a successful employee. Your measure can be the feedback of the team during the probationary period.&nbsp;<\/p>\n\n\n\n<p>The key to using Probation objectives effectively is the weekly check-in. I recommend implementing a 15-minute, structured meeting where you explicitly review the progress against the objectives. <br>If the new hire is tracking yellow or red on any objective by the halfway point (Day 45 of 90), you immediately document a formal warning and provide clear, specific support. <br><br>Stop trying to be nice; your primary duty is to the team&#8217;s performance. The documentation you create through the structured review of the Probation objectives is what protects you and the business if you have to terminate the employment contract.<\/p>\n\n\n\n<p><strong>Important note: <\/strong>Too often, I see managers assigning the full KPIs during the probation period. Please don\u2019t. You can assign KPIs, yes but not with the full target. A good practice is to build a ramp up to full targets after the probation period. The reason for this is that the new joiner needs to digest a lot of information related to his\/her new work environment.&nbsp;Knowing the basics of setting <a href=\"https:\/\/mondaysimon.com\/th\/kpis-and-okrs\/\" data-type=\"post\" data-id=\"48183\">KPIs and OKRs<\/a> is mandatory. <\/p>\n\n\n\n<a class=\"gb-element-e9551a41\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/performance-management\/\">\n<h6 class=\"gb-text-617cd0cb\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\">RELATED RESOURCES<\/span><\/h6>\n\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-506bd9dee307d4269c380cafcba95e50\" style=\"font-size:18px\">You may also find our performance management resources useful.<\/p>\n<\/a>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"why-probation-objectives-are-important-for-your-bottom-line-1\"><strong>Download The Probation Objectives Template<\/strong><\/h2>\n\n\n\n<p>Setting clear probation objectives<strong> <\/strong>is the only way to ensure new hires know exactly what success looks like from Day 1. Download my template to understand the structure of the probation objectives document, and use it remove ambiguity during the probation period.<\/p>\n\n\n<style id=\"wpforms-css-vars-48918-block-edade52b-3f11-4927-8bf8-68443fc5129a\">\n\t\t\t\t#wpforms-48918.wpforms-block-edade52b-3f11-4927-8bf8-68443fc5129a {\n\t\t\t\t--wpforms-field-size-input-height: 43px;\n--wpforms-field-size-input-spacing: 15px;\n--wpforms-field-size-font-size: 16px;\n--wpforms-field-size-line-height: 19px;\n--wpforms-field-size-padding-h: 14px;\n--wpforms-field-size-checkbox-size: 16px;\n--wpforms-field-size-sublabel-spacing: 5px;\n--wpforms-field-size-icon-size: 1;\n--wpforms-label-size-font-size: 16px;\n--wpforms-label-size-line-height: 19px;\n--wpforms-label-size-sublabel-font-size: 14px;\n--wpforms-label-size-sublabel-line-height: 17px;\n--wpforms-button-size-font-size: 17px;\n--wpforms-button-size-height: 41px;\n--wpforms-button-size-padding-h: 15px;\n--wpforms-button-size-margin-top: 10px;\n\t\t\t}\n\t\t\t<\/style><div class=\"wpforms-container wpforms-container-full wpforms-block wpforms-block-edade52b-3f11-4927-8bf8-68443fc5129a wpforms-render-modern\" id=\"wpforms-48918\"><form id=\"wpforms-form-48918\" class=\"wpforms-validate wpforms-form wpforms-ajax-form\" data-formid=\"48918\" method=\"post\" enctype=\"multipart\/form-data\" action=\"\/th\/wp-json\/wp\/v2\/posts\/48322\" data-token=\"06d5db2f4319b8a19ee9f936128369f4\" data-token-time=\"1776408576\"><noscript class=\"wpforms-error-noscript\">Please enable JavaScript in your browser to complete this form.<\/noscript><div id=\"wpforms-error-noscript\" style=\"display: none;\">Please enable JavaScript in your browser to complete this form.<\/div><div class=\"wpforms-field-container\">\t\t<div id=\"wpforms-48918-field_4-container\"\n\t\t\tclass=\"wpforms-field wpforms-field-text\"\n\t\t\tdata-field-type=\"text\"\n\t\t\tdata-field-id=\"4\"\n\t\t\t>\n\t\t\t<label class=\"wpforms-field-label\" for=\"wpforms-48918-field_4\" >title Name Job<\/label>\n\t\t\t<input type=\"text\" id=\"wpforms-48918-field_4\" class=\"wpforms-field-medium\" name=\"wpforms[fields][4]\" >\n\t\t<\/div>\n\t\t<div id=\"wpforms-48918-field_1-container\" class=\"wpforms-field wpforms-field-name\" data-field-id=\"1\"><fieldset><legend class=\"wpforms-field-label\">Name <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/legend><div class=\"wpforms-field-row wpforms-field-medium\"><div class=\"wpforms-field-row-block wpforms-first wpforms-one-half\"><input type=\"text\" id=\"wpforms-48918-field_1\" class=\"wpforms-field-name-first wpforms-field-required\" name=\"wpforms[fields][1][first]\" aria-errormessage=\"wpforms-48918-field_1-error\" required><label for=\"wpforms-48918-field_1\" class=\"wpforms-field-sublabel after\">First<\/label><\/div><div class=\"wpforms-field-row-block wpforms-one-half\"><input type=\"text\" id=\"wpforms-48918-field_1-last\" class=\"wpforms-field-name-last wpforms-field-required\" name=\"wpforms[fields][1][last]\" aria-errormessage=\"wpforms-48918-field_1-last-error\" required><label for=\"wpforms-48918-field_1-last\" class=\"wpforms-field-sublabel after\">Last<\/label><\/div><\/div><\/fieldset><\/div><div id=\"wpforms-48918-field_3-container\" class=\"wpforms-field wpforms-field-text\" data-field-id=\"3\"><label class=\"wpforms-field-label\" for=\"wpforms-48918-field_3\">Job title <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/label><input type=\"text\" id=\"wpforms-48918-field_3\" class=\"wpforms-field-medium wpforms-field-required\" name=\"wpforms[fields][3]\" aria-errormessage=\"wpforms-48918-field_3-error\" required><\/div><div id=\"wpforms-48918-field_2-container\" class=\"wpforms-field wpforms-field-email\" data-field-id=\"2\"><label class=\"wpforms-field-label\" for=\"wpforms-48918-field_2\">Email <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/label><input type=\"email\" id=\"wpforms-48918-field_2\" class=\"wpforms-field-medium wpforms-field-required\" name=\"wpforms[fields][2]\" spellcheck=\"false\" aria-errormessage=\"wpforms-48918-field_2-error\" required><\/div><script>\n\t\t\t\t( function() {\n\t\t\t\t\tconst style = document.createElement( 'style' );\n\t\t\t\t\tstyle.appendChild( document.createTextNode( '#wpforms-48918-field_4-container { position: absolute !important; 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You want to communicate the probation objectives before the candidate joins to ensure full alignment on the priorities from the recruitment process. This help you get a new joiner that is mission driven from day 1 and again, you avoid bad surprises.&nbsp;<\/p>\n\n\n\n<p>If you wish to test how to implement SMART goals to embed in your probation objectives, head over to the <a href=\"https:\/\/mondaysimon.com\/manager-tools\/\">Manager tools<\/a> page.<\/p>\n\n\n\n<a class=\"gb-element-f9cd74ce\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/recruitment\/\">\n<h6 class=\"gb-text-8a6aa7b2\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\"><strong>MORE MANAGER DEVELOPMENT RESOURCES<\/strong><\/span><\/h6>\n\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-f466226dfd9ab852a6fb8556bd30b8bd\" style=\"font-size:18px\">This article is part of our recruitment resources.<\/p>\n<\/a>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gbp-section gb-element-6f94d2a3\">\n<div class=\"gbp-section__inner gb-element-411aba00\">\n<div class=\"gb-element-c49e672e\">\n<h2 class=\"gb-text\">Stay sharp for Monday<\/h2>\n\n\n\n<p class=\"gb-text gbp-section__text--lg\">Practical resources to help managers lead smarter, faster, and with confidence.<\/p>\n<\/div>\n\n\n\n<div><div class=\"gb-looper-f0393b22\">\n<div class=\"gb-loop-item post-48238 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager explaining the GROW model during a coaching session with goals, progress, and feedback\" data-media-id=\"48281\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_46_16-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_46_16-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_46_16-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_46_16-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How the GROW Coaching Model helps to Build Stronger Teams<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/grow-coaching-model\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48183 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Illustration showing a manager explaining KPIs and OKRs with targets for productivity, sales, and engagement to align team goals with company objectives.\" data-media-id=\"48220\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-03_48_47-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-03_48_47-PM-768x512.jpg 768w, 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has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"SMART Goals framework for managers \u2013 how to set specific, measurable, achievable, relevant, and time-bound objectives\" data-media-id=\"48206\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_21_14-AM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_21_14-AM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_21_14-AM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_21_14-AM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How 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