Mindfully setting employee performance goals has the potential to uplift your entire organization’s bottom line while also benefiting your employees. It’s a crucial step towards creating a fair and motivating performance review process and retaining your best people. In the absence of clear goal setting, employees may struggle to feel motivated and confident in their journey. It also becomes easy for bias to take a first seat in the performance review process.
As a manager, you hold a unique and influential position in ensuring successful goal setting:
You have unique insight into your direct reports’ needs and resources
You hold the company’s interests and resources in mind
By empowering your direct reports to set their own goals, your direct reports can feel a sense of agency and ownership of their professional path. This is likely to translate to higher engagement on their end.
Here are some examples to help you spearhead successful, engaging, and aligned employee performance goals.
Using SMART employee performance goals
SMART goalsare Specific, Measurable, Ambitious (yet attainable!), Relevant, and Time-bound. SMART goals allow your employees to develop a deep and precise understanding of the goal, its purpose, the way success will be measured, and the goal's connection to broader company priorities. It also creates a roadmap for scoping the work and drafting a plan of action.
Example of a not-so-smart goal: Run 2x more webinars and increase attendance and satisfaction rates.
Not specific: What does “running” mean? Is developing webinar content part of this goal? 2x more than what period of time?
Not measurable: “Increase attendance and satisfaction rates” - by how much?
Not ambitious yet attainable: This goal might sound ambitious or attainable depending on how you look at it, but without specifying a baseline of hard numbers, this goal may be too vague to be motivating.
Not relevant: Although we haven't specified a specific company goal in this example, let's assume the company‘s priority was “increase blog content production by 50%”.
Not time-bound: There's no mention of a due date.
Example of a SMART goal: Plan and execute 4 customer education webinars by April 10th, with 25+ attendees and 80%+ satisfied/very satisfied rate for each webinar.
Specific: “Plan and execute 4 customer education webinars.”
Measurable: “25+ attendees and 80%+ satisfied/very satisfied rate for each webinar.”
Ambitious yet attainable: Let's assume that last year, the company executed 2 webinars with an average attendance of 18 people and an average satisfaction rate of 70%. In comparison, this new goal is challenging but likely attainable as long as the employee has proper resources and a strategy in place.
Relevant: Let's say one of the company's priorities was "to invest in the community."
Time-bound: The goal needs to be achieved “by April 10th.”
Goals that meet the SMART criteria are good examples of measurable goals for employees. Involving your direct reports in the goal-planning process enables them to have a stake in their professional development. It also expands their perspective to include the team's workflow and broader company objectives.
5 uncommon types of employee performance goals examples
If you’re browsing the web for employee performance goals examples, you’ll find many resources outlining goals that directly align with a broader practice or the overall organizational strategy. In fact, Rodgers & Hunter’s “Impact of management by objectives on organizational productivity" found that companies see a 56% increase in productivity when managers are involved in helping employees align their goals with the needs of the organization.
When working with your direct reports to craft quarterly goals, it’s important to think of these other five performance goal types, which often get overlooked, especially in fast-growth periods.
1. Employee performance goal example for collaboration
Example of a collaboration goal: Objective: By December 1st, help [name of coworker] complete the H1 mid-level sales pitch script for North America.
Go through the past 3 years of similar scripts with them and explaining the reasoning behind the updates we made
Sit on 3 calls with them in order to test it out
Give constructive feedback after each call
Goals that aim to help colleagues achieve their goals or create a greater sense of wellbeing at work can encourage collaboration and social unity among teams.
Collaboration at work has a direct impact on productivity, motivation, resilience, and performance. A few years ago, the Journal of Experimental Psychology published a study carried out by researchers at Stanford University. The researchers found that when employees felt they were working with others on a task, they were more productive, more motivated, and had more determination to persevere despite challenges. Work-induced tiredness also decreased, and employees showed much more interest in the challenges they were faced with. Another, more recent study showed that companies that promote collaborative working are five times more likely to be high-performing.
As there is a solid case for incentivizing teamwork, managers should proactively encourage employee performance goals around collaboration.
2. Employee performance goal example for professional development
Example of a professional development goal: Take 90 minutes a week throughout Q4 to complete the Digital Marketing Institute’s SEO Optimization training.
Fulfilling careers need to be nurtured with intention and dedication. In order to stay relevant in an increasingly complex and competitive job market, employees need to excel in their roles while staying up-to-date with current developments, important technical skills, and best practices.
Yet, most employees bear one or more of the pressures of modern life, whether it be raising children, being a caretaker for family members, long commutes, or ever longer work hours. In this context, it makes sense that these types of professional goals would slip through the cracks, as personal time and mental bandwidth are becoming a rare resource.
"Mature, high-performing organizations adopt a performance mindset, meaning they think about learning & development as a means to improve performance and drive value for the business.”
Additionally, by allowing your employees to invest working hours into accomplishing goals related to professional development, your company can actively demonstrate its interest and commitment to growing and nurturing its people.
3. Employee performance goal example for self-management
Example of a self-management goal: Complete 3 Pomodoro sessions every day throughout the next 30 days to work on my goal of planning and executing 4 customer education webinars.
Self-management skills are skills that empower people to manage their feelings, thoughts, time, and actions. Examples of self-management skills include:
Self-activation and self-drive
Ownership and accountability
Focus and handling of distractions
The ability to communicate precise but concise information, to the right person, at the appropriate time
Purposeful self-management can enable employees to maximize their productivity, initiate action to achieve professional goals, improve workplace performance, reach a greater sense of wellbeing, and ultimately direct the trajectory of their career.
Setting self-management goals also frees up the amount of tactical and back-and-forth work you, as a manager, have to do. After setting the overall direction, objectives, and key results of a project, self-managing employees are able to execute on the details with minimal oversight. Consequentially, project communication will consist mainly (and efficiently) of important project updates, problem-solving, and resource requests.
This, in turn, can liberate managers to focus on higher-priority responsibilities, such as growing the business or improving the team’s culture and interpersonal relationships through better 1-on-1's.
4. Employee performance goal example for developing soft skills
Example of a soft skill goal:
Objective: Over the next quarter, seek out at least 3 opportunities to improve emotional resilience.
Refrain from reacting right away
Document the thinking/feeling process, what the default response should be and why, and what the desired transformation is
Establish an action plan to adopt a perspective and response that are aligned with the desired transformation
Document the conversation’s outcomes
Generally speaking, soft skills can be broken down into two categories: internal and external.
Examples of external soft skills:
Examples of internal soft skills:
Soft skills goals enable your employees to develop as leaders, as professionals, and as human beings. Soft skills don't just directly impact daily performance, they also significantly improve the lived experiences of your employees at work, as individuals with effective soft skills can uplift the entire team’s mood and culture. Lastly, a team with strong soft skills will not require as many conversations around mediating or clarifying conflict.
Of course, soft skills can be hard to develop, and even harder to teach. Don't hesitate to use other third-party training or professional development programs, such as Skills Coach. Skills Coach uses behavioral science and spaced repetition to make learning critical skills like "Productivity" or "1-on-1s" a daily practice. Another option is educational programs focused on developing soft skills. These can be accessed in various formats, such as group sessions, individual online training modules, blended-learning courses, individual coaching, and webinars.
As soft skills continue making a name for themselves, we can anticipate a trend of including soft skills in performance goal-setting. For example, Atlassian recently adopted a system aiming to get rid of “brilliant jerks.” Their new system fosters a team-focused, inclusive environment that doesn't reward people who are bad at teamwork - even if they excelled at their job.
5. Employee performance goal example for process and workflow
Example of process and workflow goal: By June 30th, I have familiarized myself with the new data visualization software and will be able to create and share new dashboards, introduce the software to the team. I’ll be ready to start utilizing the new software for our July metrics report.
Process and workflow goals are any goals that will help your team get work done. They can be of a strategic and problem-solving nature, but most often will focus on specific things like product and domain expertise, systems and process design, software use, familiarization with organizational structures, or customer-centricity.
Similar to the point we made about professional development goals, encouraging your direct reports to set process and workflow goals will enable them to stop postponing these critical skills over more urgent or business-as-usual tasks. Additionally, it sends the message that their contribution as an employee isn’t measured at a weekly “tasks completed” level. Rather, that their value is measured and acknowledged over time, in context, and in relation to others in the organization.
Measure and optimize employee performance goals
Say you’ve begun to systematically include your direct reports in the goal-setting process, provided them with SMART examples of measurable goals for employees, and made sure to diversify the types of goals that you are setting with them.
The next step is to measure how your goal setting is viewed at your company.
Kevin Campbell, Culture Amp Senior People Scientist, has put together a resource of seven questions you can ask in your next employee survey to measure how goal setting is perceived at your company.
I understand how my role contributes to the organizational goals of my company
We have a shared strategy for how to achieve our goals
My manager (or someone in leadership) collaborates with me in setting my goals at work
My manager helps us set a clear strategy for achieving our goals
My goals are set in a way that stretches me to achieve more
Speaking openly about obstacles to accomplishing goals (getting the work done) is encouraged here
We regularly check in on how we are progressing towards our goals
You can include these questions in your next engagement or pulse survey to understand the health of your company’s approach to goal setting. Then run a second check later on to assess the results of any changes you've made to optimize the goal-setting process.
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