Which element should be included in a SMART improvement plan for an underperforming associate?

• A. Clear, general goals without deadlines.
• B. A plan focusing on broad team objectives.
• C. A specific behavior to improve, with a measurable criterion and a time-bound target.
• D. A casual aspiration to improve.

Answer: (C)

A SMART improvement plan works when you turn a performance gap into a concrete, observable action with a deadline. For an underperforming associate, that means pinpointing exactly what behavior needs to change, how you’ll measure that change, and by when the change should be evident. This approach makes expectations crystal clear, so both you and the associate know what success looks like and can track progress objectively over time.

Including a specific behavior to improve, with a measurable criterion and a time-bound target, is the strongest way to drive real improvement. It moves beyond vague intentions and creates actionable steps you can coach around, such as “reduce checkout mistakes by auditing receipts and achieving less than 1% error rate within 30 days.” The measurable criterion provides a way to determine progress, while the time-bound target creates urgency and accountability.

The other options lack the precision and accountability needed. General goals without deadlines don’t create a clear path or a timeframe for evaluation. Focusing on broad team objectives shifts emphasis away from the individual’s concrete behavior that needs changing. A casual aspiration lacks specificity and a measurable path to track improvement.

So, the best choice centers on a specific behavior to improve, with a measurable criterion and a time-bound target, enabling clear expectations, objective progress tracking, and timely coaching.