SMART Goal Setting: How To Write Your Team's SMART Goals

September 21, 2022 - 10 min read

The SMART goal-setting framework — you may be familiar with it, but can you answer the simple question: What is a SMART goal?

As a refresher for those in the know and a primer if you haven’t yet come across them, let’s start with the basics. We use the SMART goals acronym in the business world to refer to a goal that meets the following criteria:

S - Specific
M - Measurable
A - Achievable
R - Relevant
T - Time-bound

So, what is a SMART goal?

SMART goal setting is a widely used tool in business primarily because it lays out specific criteria for success. One of the biggest reasons teams fail to hit relevant goals is a lack of clarity, which can lead to differing expectations of the end result and no clear path to get there.

When you use the SMART goal acronym and SMART goal examples to create your team goals, you can dig into the granular details of your business growth strategy. That way, attaining goals propels you forward rather than barely moving the needle under the illusion of progress.

Why should you use SMART goals?

With standard goal-setting, it’s not uncommon to see a lack of progress from ambling towards vague objectives as a disjointed unit.

Why is that? Because regardless of whether you’re a strong team leader with a clear vision, setting stretch goals without specific — and measurable — criteria is a recipe for poor performance.

Clarify direction

If you were to set the goal for your team of improving sales by 10% this year, it might seem like a solid target to aim for. The problem is that while you might have a clear idea of how to make that happen, it might not be shared by your team members.

To make this goal SMART and more likely to produce the results you’re looking for, you could try expanding upon it like this:

Our goal is to improve our e-commerce sales by 10% up to $25,000 total by December 1, 2022, to help meet the company’s goal of increasing online revenue. We’ll begin with a rebranding campaign and then focus on driving organic traffic through SEO-optimized content to bring new leads to the e-commerce store. We’ll measure sales through Google Analytics at the end of each quarter.

The first goal outlines a pipe dream, whereas the second fleshes out exactly what needs to happen and how you can track your progress as you go. That’s what makes SMART goals so effective — they break down projects into tangible metrics and specific objectives, so everyone can move in the same direction without stopping to ask questions.

Align team strategy

As team leader, it’s you that everyone looks to for guidance. You’ve likely got enough on your plate already without regular check-ins regarding issues that can easily be addressed before you start your next big project.

The best way to align team strategy from the outset is to define exactly what needs to happen on your upcoming project with SMART goal-setting. You can also use team effectiveness models to collaborate seamlessly based on roles and relationships.

Take the time to draw up a project roadmap and fill out your main goals using the SMART framework. That way, there can be no doubt as to what’s expected of each team member and how you plan to go about the work involved.

Create achievable wins

One of the most critical elements of any SMART goal is making it realistic. While it’s always a good idea to shoot for the stars and show ambition with your vision, sometimes this sets up unachievable goals.

There’s nothing more discouraging than falling short of your professional goals, especially when it can easily be avoided with strategic project planning.

With SMART goals, the idea is to create an objective that moves your team and company forward without leading to burnout and disappointment due to lofty expectations. With a series of smaller, realistic wins under your belt, you and your team can build confidence and grow in ambition over time to hit your blue-sky goals.

How to write SMART goals

To write SMART goals, you should explore SMART goal examples and understand the following three things inside and out:

Your team members
Your company goals
Your own capabilities

SMART goals only work when you, as team leader or project manager, have a firm grasp of all the moving parts of your business and your team.

If your knowledge in any one of these three areas is lacking, your action plan becomes much more difficult to accomplish.

Team members

Say you don't know your team members' strengths and weaknesses well. In this case, it’s almost impossible to set achievable goals because you don’t know how quickly your team can complete tasks and whether they require extra training.

If you don’t know your team members well, you can carry out a series of one-on-one in-person meetings or video calls to establish a clear picture of each individual. You should also draw from any data available on performance, such as past appraisals or time tracking information.

Company goals

If you don’t know your company goals, your SMART goals might make your team look efficient, but they won’t satisfy stakeholders and higher-ups who have strategic goals to move the needle as a company.

To avoid this issue, familiarize yourself with the company vision and the strategic goals set out by higher-ups. Only when you have this information can you formulate valuable SMART goals that will not only show off your team in a positive light but also help build forward momentum for the whole company.

Your capabilities

Finally, if you don’t know what you’re capable of, it will be exceptionally challenging to know what you can achieve with your team without external help or resources.

You have to know exactly how to manage and allocate the resources at your disposal — both human and financial — as well as how you can spearhead a campaign and motivate your team to hit your milestones.

Once you’re confident you know what (and who) you’re working with, you need to include the following five elements when writing your goals.

S - Specific

Vague goals lead to undesirable outcomes nine times out of ten. That’s why specificity is crucial for creating goals that will help you achieve positive results.

For a goal to be specific, it has to lay out exactly what needs to be done, who is involved, and the methods you’ll use along the way. For instance, a specific goal might look like this:

A design team will redesign the e-commerce store homepage, taking inspiration from the company website and the brand style guide to boost sales.

M - Measurable

A specific goal will give you and your team clear direction, but how can you tell if you’ve accomplished it? This is where metrics and KPIs (key performance indicators) come in, as they’re useful ways to measure your progress.

Business runs on data, so if you want to make concrete progress, you need to make data-driven decisions and use relevant information to track milestones.

Let’s take the initial goal we outlined and make it measurable:

To measure whether the homepage redesign was successful, we will track sales using Google Analytics to see if there’s an uptick after the rebrand. The goal is to exceed $5,000 in sales revenue per month.

A - Achievable

An unrealistic goal doesn’t serve anybody.

While blue-sky thinking has its place and can help push businesses to the next level, for most projects, you need to set realistic expectations. If your team members struggle to meet lofty expectations, that will reflect poorly on your leadership and negatively impact group morale.

When setting goals, ensure you have everything you need to achieve them before setting the project in motion. Here are the three major elements that will influence whether or not a goal is achievable:

Time: Do you have enough time to complete a project without putting undue stress on your team?
Funds: Do you have the requisite funds to execute your strategy?
Human resources: Do you have enough people on your team with the right skill set to accomplish the tasks involved?

Let’s see how we can add realism to our checkout page rebrand:

We’ll outsource the brand asset design and allocate a budget of $2,000 and a timeline of two weeks. Then, the marketing team will jump in and promote the rebrand through content marketing and social media posts on Twitter, Instagram, and LinkedIn in time for the relaunch one month from the project start date.

SMART Goal Setting: How To Write Your Team's SMART Goals 2 — Photo by Estée Janssens on Unsplash

R - Relevant

We’re almost finished with the goal, but you need to make sure it aligns with your company’s vision and ties in with the main strategic goals.

The big picture may be a big buzzword in business, but not without reason. If you don’t have a broad view of where the business is heading, you can’t expect to create SMART goals that help you push forward as an organization.

To make a goal relevant, simply consider how your team can contribute to overall company progress.

With the e-commerce homepage redesign, we’ll generate more organic traffic and make it easier to convert leads with a more trustworthy checkout process and clear branding. This should help generate more sales in line with the company’s goal to make e-commerce a new major revenue stream for this year.

T - Time-bound

Finally, we have to discuss the most precious resource of all — time. Time and resources are everything in business.

If you fail to meet a project deadline, it could cost you a client. If a team member doesn’t deliver work on time, it could cost them their reputation. If you don’t accomplish a goal when you said you would, it could cost you your job.

There’s a steep price to pay for failing to operate within outlined time frames. That’s why it’s imperative that every goal you set clearly states delivery expectations for milestones, deadlines, and goal completion dates.

Let’s add the last element to our example SMART goal and put all the elements together:

We’re going to redesign our e-commerce homepage starting on September 1 and finishing at the end of the month. Here’s how we’ll accomplish the goal:

Add clear branding elements and overhaul the checkout page to convert more leads.
Outsource brand asset design to an agency with a budget of $2,000 and a two-week completion date.
Invite the marketing team to drum up interest with an SEO content marketing campaign and social media posts.
We’ll measure progress with Google Analytics, paying attention to e-commerce sales figures. Success would be to see sales revenue in excess of $5,000 per month.
The goal will align with the company’s objective to focus on improving e-commerce sales for this year.

Examples of SMART goals

Now you’ve seen what it takes to create meaningful goals and what each element involves, it’s time to put it all together and take a look at some more practical SMART goals examples.

The client acquisition push

Specific: Convert five new leads every month to sign up for a subscription service and boost MRR (monthly recurring revenue) by $1,000 by the end of the quarter. Use paid ads to find more qualified leads to capture and convert.
Measurable: Confirm that there are five new active users in your subscription service each month, accounting for churn.
Achievable: We’ve averaged four leads each month since starting the subscription service five months ago, so adding five a month is possible with extra marketing efforts.
Relevant: The company’s goal is to increase revenue from the paid subscription service.
Time-bound: For each month, the team should onboard five new paid members, and by the end of the quarter, there should be 15 new members enrolled.

The CLV (customer lifetime value) increase

Specific: Increase your company’s CLV by 5% for the year using a combination of sales-focused onboarding and well-executed upsells.
Measurable: Find out the average purchase value in the company and multiply it by the average number of purchases to calculate the current CLV and aim to increase it by 5%.
Achievable: With a focus on the onboarding process and upsells, it’s conceivable that you can bump up the value from each customer enough to a total 5% increase by the end of the year.
Relevant: The company’s goal is to get more from its existing customer base rather than spending a lot of resources on qualifying new leads.
Time-bound: Each quarter should see a marginal increase in CLV to ensure progress is being made.

The product launch

Specific: Raise awareness for the new product with a two-pronged marketing approach. Run a social media campaign alongside influencer-led promotion. The goal is to have the product featured in three or more high-profile publications in the tech industry.
Measurable: At the end of the three-month-long marketing initiative, the product and company should be featured in at least three tech publications.
Achievable: With the right level of exposure, spearheaded by influencers with large followings, it’s feasible that the product could garner the necessary attention to be picked up by relevant publications.
Relevant: The company wants to roll out a new line of products and hopes they will reach a wide audience.
Time-bound: Once the three-month marketing campaign concludes, the team can check in and assess whether the goal has been accomplished.

Let Wrike help you meet your SMART goals and more

If you want to give yourself and your team the best possible chance of meeting your goals, you need to equip yourselves with the best tools and use SMART goals examples to set your own.

Wrike is a project management solution that offers you many ways of managing your resources, planning ahead, and collaborating effectively with your team. With streamlined communication and 360-degree visibility on all tasks and projects, you can make sure you satisfy each element of every SMART goal you set up.

Even with the most well-planned SMART goals, it’s inevitable that you’ll hit bumps in the road during execution. That’s why it helps to have team-based software that puts you in the driving seat and gives you access to a wealth of performance and progress data.

When you lead a team in Wrike, you can react quickly to problems that arise, and even if your team is scattered around the world, asynchronous communication ensures everyone’s voice will be heard. Get started today with a two-week free trial.

Samuel Christopher Dixon

Samuel is a freelance writer who specializes in SaaS and e-commerce.

#Team Management #Goals OKRs & KPIs

Leadership 10 min read

Teamwork Works: Benefits and Strategies for Maximizing Your Team's Collaboration

Chances are, you've worked as part of an incredible team at some point in your life. The team members trusted and respected each other, people met (or even exceeded) expectations, and you all generally enjoyed getting your work done together. Unfortunately, you've also probably had the opposite experience: working on a team where teamwork was a struggle. Frustration ran rampant, resentment brewed, and it felt like you couldn't get anything done without a crisis or three-alarm emergency. Those are two vastly different experiences, right? But what's the difference-maker between them? What caused one team to move forward seemingly effortlessly, while the other repeatedly ran off the rails? There's no simple answer. Teamwork is common (you'll find it everywhere, from sports to workplaces), but it's also complex. Understanding the ins and outs of teambuilding and how to improve teamwork requires some flexibility and commitment — but it's well worth the effort. What does teamwork actually mean? Let's start by getting a solid grasp of the definition of teamwork. Speaking quite literally, teamwork is a collaborative effort of a group of people working toward a shared goal. However, the term "teamwork" usually isn't used to describe any team that's working toward a common objective. More often than not, teamwork describes a team doing that in a positive and productive way. Essentially, "teamwork" means a group is working toward a shared finish line in a way that's effective, efficient, and respectful. What are the benefits of good teamwork? It's a pretty widely-accepted fact that solid teamwork is important. But why does good teamwork matter in the workplace? When a team can collaborate well together, it leads to many advantages for individual employees, the whole team, and even the entire organization. Here are a few of the most notable benefits of teamwork: Better productivity: Fewer crossed wires, fewer dropped balls, no missed deadlines. When your team is running like a well-oiled machine, it makes sense that they'll be able to get more done (with less stress, to boot). Less burnout: Speaking of less stress, solid teamwork can also reduce burnout. In one study that looked specifically at healthcare workers, teamwork was proven to reduce the emotional exhaustion of the team members. It makes sense — people can rely on more hands to carry the load, as well as trusted confidantes they can turn to when they need advice or encouragement. Higher employee happiness and satisfaction: Research has proven that our relationships and connections at work greatly impact our overall wellbeing and even our sense of purpose. In order for teams to work well together, team members need to trust and respect each other. Those positive bonds can improve happiness, satisfaction, and well-being. Improved employee retention: Less burnout? Happier employees? That all leads to better employee retention. When recent data from Pew Research Center found that 35% of employees who quit their jobs cited "feeling disrespected at work" as their major reason for quitting, fostering a team environment where people feel valued and supported can encourage people to stick around. Increased autonomy: When a team is working together cohesively, effectively, and efficiently, managers inherently have more trust. That means they're far more willing to step back and give the team more ownership over their work and decisions. More innovation and creativity: Have you heard the old saying that two (or many) brains are better than one? Research backs it up, proving that high-quality teamwork can improve creativity and innovation. So, working together can help your team develop their biggest, boldest, and most meaningful ideas. In short, there really aren't any drawbacks or disadvantages to high-quality teamwork. This level of top-notch team collaboration leads to less frustration, more support, and, ultimately, the delivery of more winning projects. What are the qualities of good teamwork? Those benefits are compelling, but simply having a team doesn't mean you'll reap the rewards. Teamwork is a skill — it's something that can be taught, learned, and practiced. So, what types of qualities does it take to be able to work well with other people? Here are some of the most crucial skills and characteristics required for being a good team player: Accountability: Taking responsibility for completing your tasks and meeting your expectations Collaboration: Being willing to work with others rather than completely independently Communication: Clearly sharing information with others, as well as actively listening to understand their point of view Emotional intelligence: Recognizing and managing your own emotions, as well as the emotions of other people on the team Flexibility: Being able to adjust your plans, consider different viewpoints, and roll with the punches Respect: Showing consideration for all other team members, whether you agree with them or not Time management: Successfully prioritizing your tasks and allocating your hours to ensure you're able to meet your assigned deadlines It's not an exhaustive list, and plenty of other soft skills and competencies — from problem-solving to decision-making — will also play an important role depending on your unique position, team, and industry. But the above are some of the most basic building blocks of successful team-building. Making teamwork work: Eight strategies for next-level teamwork Once you've confirmed that you and your team have the right skills for teamwork, what actionable steps can you take to improve how you work together? Remember that there's no quick fix — improving teamwork takes diligence and, perhaps even more importantly, patience. As you commit to the process, here are eight impactful tactics that you and your team can put into practice together. 1. Provide clarity about shared goals The definition of teamwork itself says that people need to work toward a shared goal. In order to do so, they need to know what that goal is. After all, your team won't get much accomplished if they all have their sights set on different finish lines. It’s up to you to set expectations and make sure your team knows how to reach them. Whenever you and your team kick off a new quarter, project, or initiative, have a team meeting to discuss the goal you're working toward. Document it and store it somewhere that's easily accessible for everyone. Get as nitty gritty as you can with your goals. Using the SMART goal framework will help you set objectives that are: Specific Measurable Attainable Relevant Time-bound For example, if you and your marketing team are kicking off a new webinar series, your team's SMART goal might look like this: Create and host three webinars by the end of Q2 to advance our expertise and build trust with our customers. That statement alone provides a lot of clarity. Now everybody on your team has insight into what you're doing, why you're doing it, and when it needs to be done by. But as you outline your team's common goals, it's important to take things a step further by: Connecting your team's goals to individual goals: People don't just need to understand the shared effort — they need to clearly see how their individual role and work play a part in that bigger objective. It boosts accountability and gives them a greater sense of purpose. Connecting your team's goals to company-wide goals: Your team members should also understand how your team's objectives feed the broader organizational goals. Will that webinar series help you build more authority in your industry? Draw that parallel so that team members have visibility into how their work is not only pushing your team forward, but the entire company. Finally, it's also helpful to set some metrics that will help you and your team understand how you're progressing. Objectives and key results (OKRs) are helpful indicators as you work toward bigger goals. Plus, they're easy to set and track in Wrike. 2. Understand team members' strengths and weaknesses Teamwork feels the most effortless when team members are able to handle tasks that play to their unique strengths — and skip the ones that are daunting and disheartening. To do that, you need to have a solid understanding of what each of your team members brings to the table, as well as what areas they struggle in. You can do this through a more formal assessment. Here are some of the most common and popular ones that leaders use to get a deeper understanding of team members: CliftonStrengths Assessment DiSC Assessment SDI 2.0 SWOT Analysis Those types of assessments will help you dive deep. But you can also learn a lot by having some candid conversations — both with individual team members and your team as a whole. Questions to ask team members: What type of work makes you feel excited and energized? What type of work drains or frustrates you? What's one previous project that you really enjoyed contributing to? What's one skill or area you would like to work on improving? Questions to ask the entire team: What do we do well as a team? Where do we struggle as a team? What's one past project we're really proud of? What's one past project we found particularly challenging? Are there any skills we think we're missing on our current team? Are there any processes or workflows that need to be improved? These types of conversations will help you spot skill gaps and other areas of improvement. They'll be especially helpful as you break up projects and assign out tasks (more on that in a minute). In short, the more you can leverage strengths and address weaknesses, the better off you and your entire team will be. 3. Assign clear roles and responsibilities It's hard for your team to work well together if nobody knows what they're supposed to do. Work gets duplicated, tasks get skipped entirely, and people become increasingly frustrated by the lack of clarity. On your team, there should be no doubt about who does what. On a broad level, a lot of that is implied based on their role. Your graphic designer is obviously the one that people will approach with design needs, while your SEO specialist is the go-to person for any keyword questions. But when it comes to specific projects, you need to get even clearer by breaking projects down into individual tasks and then clearly outlining not only who is handling certain tasks, but also when those tasks are due. It can also be helpful to note any task dependencies so that people have visibility into how their individual piece connects to the entire project. Want to make this easier? Look for a work management platform or project management software (like Wrike!) that allows you to create tasks and then assign team members and due dates to them. Whether you're managing remote teams, in-person teams, or hybrid teams, that level of transparency will ensure that everybody understands not only what they need to do, but what everybody else is doing too. 4. Prioritize knowledge sharing Effective knowledge management — which is a fancy term for effectively sharing information and resources with each other — is a major struggle for teams. In fact, Deloitte says it's one of the top three issues affecting company success. It can be challenging to keep everybody in the loop, especially as your team grows. But there are things you can do to boost transparency across your team including: Hosting frequent team meetings where everybody can provide updates and hear about current happenings. This can be a daily check or weekly, depending on how quickly your team moves. Pairing up newer team members with more experienced team members Pulling everything — tasks, goals, status updates, documents, resources, and more — into a single work management platform like Wrike so everybody sees what's happening across the team, and teamwork online becomes easier Reducing competition so team members don't feel like they need to hoard information as currency Leading by example by openly sharing information yourself Your team will always struggle to work well together if they feel like they need to hide information and resources in order to get ahead or simply don't think to openly share with others. By prioritizing knowledge sharing, you give everybody the visibility they need to get their own work done — and support others in the process. 5. Refine processes and workflows Does your team do similar work and projects over and over again? There's no need to start from scratch each time. Coming up with standardized processes and workflows removes the guesswork, improves consistency, and supports better teamwork. Let's say that your team is responsible for creating the same report every single quarter. To simplify that process, you could: Understand what is and isn't working so you can make improvements Break down the steps involved and create a custom workflow that you can copy and use each time Create templates for necessary documents and resources When that report is on your team's plate next time, they'll feel extra confident in their ability to pick it up and get started because they have an existing framework to lean on. They aren't starting from square one. This is especially helpful for a virtual team working from home. The shift to remote work has meant that many employees working from home may struggle with communicating processes to one another and getting caught up in silos. Ensure that your refined processes are communicated to all team members in real time, and remote employees are trained in how to engage in them. 6. Cultivate psychological safety Psychological safety means that team members feel secure enough to take risks, make mistakes, and be vulnerable with each other — without the fear of judgment or reprimands. This level of comfort and support is crucial for high-performing teams, but figuring out how to cultivate it can be challenging. Here are a few ways to ensure your team has a high degree of psychological safety: Host brainstorming sessions where there's no such thing as a "bad idea" and team members are only there to generate ideas — not critique other ones Candidly talk about your own personal successes and mistakes to model that there's no shame in failure or missteps Encourage your team to remove personal language during collaborative discussions (for example, "that idea" instead of "your idea") Even seemingly small steps can make a big difference in the level of confidence team members have in voicing their opinions and sharing their big ideas. 7. Foster trust and social bonding You might guess that team members work better together when they know each other. Teamwork really gets kicked up a notch when they don't just know each other, but when they like each other — when they've found some common ground and interests. That won't happen if they never have an opportunity to connect with each other outside of meetings and daily to-dos. You don't want team bonding to feel like a burden or something that eats into the time they need to get their work done. However, coming up with some different social interactions will help them forge deeper relationships with each other. Here are a few ideas you can use, whether your team is sharing an office or you're looking for some virtual team-building activities: Save time at the beginning or end of your team meetings for icebreaker questions or personal catch ups Start dedicated Slack channels for people to connect on non-work-related topics, like sharing recipes or setting up book clubs Create a collaborative playlist where all team members can add their favorite music Host game nights, trivia contests, happy hours, coffee chats, or other informal opportunities (virtual or in-person) for team members to get to know each other socially Start a photo challenge for your team where they share photos in a different theme — from their pets or home office spaces to their yearbook photos or favorite vacations Set up a Zoom room that remote workers can pop into if they want to enjoy a beverage and a chat with a coworker There's no shortage of ways that you can encourage stronger connections between team members. Make sure to regularly collect their feedback on these types of building exercises so that you can continue to offer things that they find enjoyable. You don't want these to feel like an obnoxious obligation. 8. Regularly solicit feedback You don't just need to gather your team's feedback on their social opportunities — you need to collect it about, well, everything. As the leader, it's your job to keep your finger on the pulse of how things are going so that you can make changes and nip problems in the bud. Feedback shouldn't be something that happens once or twice a year during performance reviews or formalized surveys. Hearing from your team members needs to be continuous and ongoing. Not sure how to regularly tap into how they're thinking and feeling? Here are a few ideas to gather valuable and helpful feedback: Reserve a portion of your team meeting to talk about roadblocks, frustrations, and successes Host project retrospectives to discuss what went well and what needs to be improved next time Regularly use employee surveys (anonymous or not) to collect feedback Come prepared with feedback questions to ask employees during their one-on-ones Not only does this give you insight that you can use to take action, but it also shows your employees that you value their thoughts and opinions — which can go a long way in boosting their engagement. How will you know if you're getting teamwork right? How will you know if your efforts to improve teamwork are actually working? Effective teamwork can be difficult to quantify — in many ways, it's one of those "you'll know it when you see it" types of things. However, here are a few telltale signs that your team is meshing well together: Work is being completed on time and with fewer errors Team members seem enthusiastic, energized, and motivated Scores from employee surveys or feedback are improving Miscommunications are becoming less frequent Team members are stepping in to support and help each other Conflicts and disagreements are decreasing Those signs will help point you in the right direction, but rest assured that you'll also get a gut feeling when teamwork is improving. The whole morale and culture of your team will likely shift in a more positive direction. How Wrike can help make teamwork work for you There's a lot that goes into effective teamwork. Fortunately, a collaborative work management platform like Wrike can help make teamwork less stressful and more successful. Here's how Wrike can help you reap the rewards of teamwork (while steering around all of the potential pitfalls): Setting goals and OKRs to keep your team focused on their shared objective Assigning task owners, due dates, and dependencies so everybody understands their role Providing visibility into the whole picture so everybody sees how they fit in Centralizing communication so nobody has to dig through folders, email threads, or instant messages Improving knowledge sharing by keeping all of your team’s tasks, plans, calendars, updates, and resources in one place Increasing consistency with custom workflows Saving time with a huge variety of templates that you can copy and customize And that's only the start! Teamwork shouldn't be guesswork — and Wrike is the resource you need to keep your entire team on the same page. Teamwork doesn't mean perfection So, what's the difference between a team that works together effortlessly and one that's ripe with chaos and confusion? As it turns out, quite a bit. Teamwork isn't simple. And even when you get it right, that doesn't mean that things will always be smooth sailing. Conflict is inevitable in a team environment and it doesn't mean that something is wrong. In fact, it's an important and healthy part of teamwork, provided that you and your team are equipped to work through it in a respectful and productive way. That becomes a lot easier when you already have the foundation of solid teamwork in place — and the above strategies can help you get there. Put them into play on your team and stay committed as you all transform from frazzled and frustrated to streamlined and supportive. Ready to take your teamwork to the next level? Get started with Wrike for free today.

Leadership 7 min read

Ready, Set, Thrive: How Building Business Resilience Will Protect Your Organization From Uncertainty

Business resilience is key in this period of uncertainty. Learn how to build a business resilience framework to protect your organization with Wrike’s resources.

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SMART Goal Setting: How To Write Your Team's SMART Goals