What are SMART goals?

What are SMART goals?

What are SMART goals?

It’s a productivity tool that can be used to set more effective goals and objectives for any given project, whether they be short term or long-term goals. Want to know more?

Smart Goals

SMART stands for:

Specific: The more well-defined the goal is, the better. Vague, open-ended goals are usually harder or impossible to achieve.

Measurable: Clearly define what success looks like for your goal, so you’ll be able to know when you’ve reached it.

Attainable: You want your goal to be realistic. Don’t set yourself up for failure by setting a goal that isn’t achievable.

Relevant: If your goal isn’t relevant to your job or your organization, then why are you setting it?

Timely: A goal without a deadline isn’t likely to be met. Set reasonable, timely deadlines for all of your goals.

The SMART method is certainly effective when setting goals, but there’s more to it than just that. Consider a few additional tips and tricks to use when establishing goals:

  • The goals you’re setting should be in line with your organization’s —and your team’s— mission statements.
  • Conduct an HR audit to identify how your department can improve.
  • It’s okay to start with a vague, non-SMART goal if you revise it as a SMART goal.
  • Make sure you have or can obtain the necessary resources to meet your goals.
  • Keep goals attainable, but also make sure they’re challenging—that’s how you grow.

Remember to celebrate and reward yourself when you meet your goals.

Are you applying the SMART model in your company?

Every week we publish articles that can help you increase the performance of your company, and we give data and tips that not everybody knows. For example. Did you know that you could hire employees from anywhere in the world in a legal and simple way? Contact us

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Will companies follow the course of Airbnb?

Will companies follow the course of Airbnb?

Will companies follow the course of Airbnb?

Most of their employees can now work remotely forever.

Airbnb promotes remote work

According to an email sent by CEO Brian Chesky, the international vacation rental company Airbnb will allow its employees to work from anywhere —be it from home or office indefinitely. The email read, “We have designed a way for you to live and work anywhere— while collaborating in a highly coordinated way and experiencing the in-person connection that makes Airbnb special.”

Majority of Airbnb employees will have the flexibility to work from either home or office. In contrast, people in some roles will be required to be in the office to perform their core responsibilities. However, employees’ compensation will not be impacted if they move anywhere in the country they work from, as the company will have single-pay tiers for salary and equity from June.

Chesky said that the move was part of a wider shift at the company to accommodate flexibility and remote work. “The world is becoming more flexible about where people can work,” Chesky wrote. “We see this in our own business. We wouldn’t have recovered so quickly from the pandemic had it not been for millions of people working from Airbnbs.

Do you agree with what Chesky thinks?

If you believe that your company could work better if you can have all the employees working where they want, what do you expect to do?

start now with your remote work team

Do you know that you can do it in a legal and safe way? Contact us

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3 benefits of recruiting an international team 

3 benefits of recruiting an international team 

3 benefits of recruiting an international team 

Despite offices opening back up, many companies continue their remote recruitment efforts. Learn more about the three major benefits of looking for fresh talent globally.

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Today, many companies continue their remote recruitment efforts despite offices opening back up, allowing for a more expansive talent pool and widespread brand recognition.

As businesses increase their adoption of remote talent recruitment, they simultaneously become more open to international recruitment. This is partly thanks to flexible work environments, the increased integration of virtual meetings, and shifts in internal operations.

Whether due to necessity or expansion, below are some major benefits of hiring international talent. 

 

1. Diversity

When organizations hire talent from the same geographic and cultural backgrounds, they are more likely to overlook perspectives outside of their own.

Hiring diverse talent, whether in engineering, marketing, or customer service positions, can help increase creativity, help solve problems faster with new perspectives, help companies connect with their customers, and help businesses build products that truly serve their global markets.

This also cultivates a positive brand perception because hiring internationally shows your company values workplace diversity, embraces new ideas, and promotes inclusion.

 

2. Increases market insight

Market insight is one of the main benefits of international recruiting. Companies with homogenous workforces must do extensive research when entering new markets, and even then, are prone to legal mishaps or cultural misunderstandings. Having employees spread across the globe gives companies access to experts with intimate knowledge of the market’s norms and complexities and can help better prepare for international expansion. Having people on the ground can reduce research costs and prevent missteps.

 

3. Win more talent

The primary advantage to international recruitment is that it expands your talent pool. If your open positions are limited only to those who live in the same country, you might struggle to find high-caliber talent. By recruiting internationally, you have a world of options at your fingertips. There are talented professionals in every single country, and you’d be doing your business a disservice by not calling upon their skills and experience. Test and hire employees from all over the world and see just how much it improves your workplace culture, employer brand, and overall market insight.  

Recruit a remote international team

You don’t know how to do it? Contact Us

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8 tips for growing a successful business

8 tips for growing a successful business

8 tips for growing a successful business

Having a plan and organization are the key to success.

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Is one of your goals for this year to improve your business? this article could help you.

1. Get organized

To achieve business success, you need to be organized. It will help your complete tasks and stay on top of things to be done. A good way to be organized is to create a to-do list each day. As you complete each item, check it off your list. This will ensure that you’re not forgetting anything and completing all the tasks that are essential to the survival of your business.

 

2. Keep detailed records

By doing so, you’ll know where the business stands financially and what potential challenges you could be facing. Just knowing this gives you time to create strategies to overcome those challenges.

 

3. Analyze your competition

To be successful, you can’t be afraid to study and learn from your competitors. After all, they may be doing something right that you can implement in your business to make more money.

 

4. Understand the risks and rewards

A good question to ask is “What’s the downside?” If you can answer this question, then you know what the worst-case scenario is. This knowledge will allow you to take the kinds of calculated risks that can generate tremendous rewards.
Understanding risks and rewards includes being smart about the timing of starting your business.

 

5. Be creative

Always be looking for ways to improve your business and make it stand out from the competition.

 

6. Stay focused

It takes time to let people know who you are, so stay focused on achieving your short-term goals.

 

7. Be Consistent

Consistency is a key component to making money in business. You have to keep doing what is necessary to be successful day in and day out. This will create long-term positive habits that will help you make money in the long run.

 

8. Hire talented people

Companies are facing serious challenges in finding the right talent. So, it’s more important than ever for companies to understand the opportunity a global recruitment strategy can provide.

Hiring the right person for a job opening is usually no easy task — and it’s an economically crucial one to get right. The combination of recruiting, training costs, and benefits associated with hiring a new employee can cost an employer thousands of dollars. If that new hire doesn’t work out, that money is essentially wasted. What’s more, a company that cannot consistently retain employees can experience serious negative consequences, such as low employee morale, lowered productivity, and reduced product or service quality — all elements that can damage its profitability.

Remote staff makes difference

Hence the importance of hiring trained workers. Many times, the indicated worker is not in the same country, but today that is not a problem. Roots EOR makes it possible for your company to hire worker no matter where they are. How? Contact Us

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Hiring international workers?

Hiring international workers?

Hiring international workers?

Roots EOR makes it simple! Let’s look at the following article!

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While everyone is still coping with the effects of COVID and the global response to the pandemic, there are some results of the past two years that are clear. One is that remote work and the shifting worldwide workforce is here — and it’s here to stay.

Almost three out of four companies report they plan to shift some of their employees to remote working permanently. Meanwhile, up to 30 percent of the workforce will likely be working remotely by the end of this year. And for the most part, both employers and employees are saying that they see benefits from this new arrangement.

Remote working makes the at-home workforce work

You’ve probably seen the hoops your company’s HR pros have to jump through when all your co-workers are stationed in one place. Now, imagine the hurdles they face when your co-workers work in other time zones. Or even, other nations.
Roots EOR does everything for your company: bringing together tools for overseeing payroll, benefits and formalities.

Roots EOR can simplify the hiring and staffing process for any company with remote staff, it’s particularly geared to help firms navigate through the complex world of international labor and hiring.

Globalize your workforce with Roots EOR

Whether firms want to better organize their current workers or open the doors to international talent. Roots EOR has optimized the process for adding workers in foreign nations to a team naturally.

Typically, the process of hiring foreign workers would be a long, laborious one, requiring a company to set up a legal entity in the worker’s own country so they could get paid with all applicable taxes paid and local laws observed. If that sounds like more work than most companies would want to do just to onboard a foreign worker…you’re right, which is why most haven’t.

Roots EOR handles all international compliance and HR responsibilities. With representatives all over the world, Remote leverages in-country experts to make sure employees you hire are paid in their local currency, enjoy benefits and perks befitting their nation, and support all HR issues from salary changes and rewards to discipline and offboarding when needed.

hire anywhere

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Three things to consider when expanding into Brazil

Three things to consider when expanding into Brazil

Three things to consider when expanding into Brazil

A community which is rising in prominence on the world stage in the tech field.

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Brazil is one of the ten largest economies in the world with a deep talent pool to draw, especially a country full of developers, programmers, coders, and technologists with in-demand skills.

While there are rich rewards to be found in the Brazilian marketplace and hiring pools, expansion is not without its challenges.

 

1. Get to know the Brazilian people

The Brazilian people are famously open, gregarious, and fun-loving. In addition to the fact that Brazilians speak Portuguese—and not Spanish—there are other important facts you should consider.

Brazilians are shrewd negotiators, entrepreneurial, and creative in their approach to business. These qualities are sometimes overlooked as Brazilians put a large emphasis on building relationships first before engaging in business.

As a result, patience is important when working with Brazilians. Be prepared to talk, over a cafézinho (small dark coffee), about social, non-business-related topics during meetings for a much longer time than is customary in the U.S. or Europe. Enjoy the process of building relationships with your Brazilian counterparts and try not to rush—business will eventually be discussed.

 

2. Prepare for Brazilian labor regulations

Like many other countries in the LATAM region, the Brazilian market is still mired in rigid rules and practices. Companies that expand into Brazil or engage talent in the country must think about the impact of higher-than-normal labor costs and the challenges of a complex bureaucracy.

Despite these hurdles, there is light at the end of the tunnel. More and more multinational corporations move into Brazil with the goals of engaging talent that meets their budget, finding professionals with the skills they need, and reaching new customers and clients. As a result, the Brazilian government is making strides towards creating a more welcoming employment market. That means loosening some strict employment laws and making it easier for international companies to engage talent.

As such, it is now easier than in previous years to engage temporary and contingent employees, handle payroll, and comply with employment regulations. Still, it’s wise for your internal HR, legal, or finance teams to constantly stay up-to-date on classification rules, salary requirements, and more.

 

3. Understand Brazil’s digital compliance rules

Companies that do business in Europe are already familiar with the challenges of adhering to the General Data Protection Regulation (GDPR). Those that move into Brazil face a new obstacle: meeting the requirements of Brazil’s Lei Geral de Proteção de Dados (LGPD).

Like the GDPR, the LGPD sets strict rules for how companies acquire, manage, and use personal data from customers. Personal data refers to anything related to names, health history, political opinions, sexual orientation, web data like IP addresses, and more.

The LGPD requires companies to appoint a Data Protection Officer (DPO) to ensure that their company meets LGPD standards. The DPO must maintain contact with Brazil’s compliance authorities (locally known as the Autoridade Nacional de Proteção de Dados) while ensuring the company continues to compliantly manage user data.

Are you thinking of expanding your business in Brazil?

Would you like to add a Brazilian talent to your team? We can help you to do in a safe way, Contact Us

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