Performance is a large umbrella term that refers to innumerable actions. This article analyses precise performance-related goals and objectives, dissecting a slew of practical examples.
Imagine the Vikings trying to conquer the world without a plan or a map. It would have been quite challenging, right? The same goes for businesses.
Companies need employee performance goals and objectives to ensure that everyone is on the same page and knows what needs to be done to achieve success. These aspirations will inspire your team and help them achieve great things.
It is essential to ensure that everyone in your company knows what is expected. This knowledge will help improve productivity and ensure that everyone is working towards the same goal. But it can be tough to know where to start.
That’s why we’ve put together a list of employee performance goals and objectives examples that will give you some inspiration. So read on and see what works best for your team!
What you need to know about performance goals and objectives
Before starting the actionable advice section, it’s essential to get the theory straight. That way, we can better analyse some examples of employee performance goals and objectives.
Goals vs. objectives
Goals are more general than objectives. They are what you want to achieve, while objectives are the specific steps or actions you will take to reach your goals.
For example, a goal is to increase employee productivity by 20%.
The subordinated objectives include a timeline, actionable steps, and tools to complete them. In this case, the tools are the resources your employees need to do their jobs effectively:
- New software
- A quiet working environment
Establishing goals and objectives is essential because objectives are precise, actionable steps towards your larger ideal. Besides, objectives allow you to measure your results.
And if you don’t know whether or not you’re achieving your goals, how will you know if you’re making progress.
The employee performance goals and objectives examples below will give you a better idea of what this looks like in practice.
SMART goals and objectives
You’ve probably heard of the SMART scheme before, but it’s important to refresh that knowledge before getting to the next section:
- Specific: the objective/goal should be unambiguous.
- Measurable: it should be possible to track progress and determine whether or not the objective has been met.
- Achievable: the objective should be realistic and achievable.
- Relevant: the objective should align with the company’s goals.
- Timely: there should be a timeframe for the objective to be met.
Let’s look at some SMART goals below:
- Implement a new customer service software by the end of Q1 2023.
- Train all customer service employees on the latest software within two weeks of launch.
- Achieve a Net Promoter Score (NPS) of 60 by the end of Q1 2022.
- Reduce employee turnover by 15% in 2022.
- Increase employee productivity by 20% in 2022.
Now let’s see how to break down one goal into SMART objectives, for example, implementing new customer service software by the end of Q1 2023.
The objectives might be:
- Research and select customer service software by the end of Q1 2022.
- Create a training course for all customer service employees by Q2 2022.
- Launch the new software by Q3 2022.
- Evaluate the impact of the new software on employee productivity and customer satisfaction by Q2 2023.
Setting employee performance goals and objectives examples
Now that we’ve got the theory out of the way, we can delve into some examples of employee performance goals and objectives.
Collaboration goal example
Collaboration in the workplace is essential because it:
- Encourages employee creativity
- Improves employee morale
- Reduces the chances of errors
According to a Stanford University study, employees who feel like their team is united and working on the same task are more:
- Determined to overcome any issues
Now let’s see how this goal might look in practice.
“At Company XYZ, we want to increase the number of ideas generated in team brainstorming sessions by 20% by the end of Q1 2023.”
To do this, we will:
- Encourage employees to share ideas outside of team brainstorming sessions by Q1 2023, with the following steps:
- Create employee profile pages on the intranet where employees can share their skills and interests by Q1 2022
- Set up a system where employees can request help from others with specific skills by Q2 2022
- Implement team-building exercises during companywide events by Q4 2022
- Implement a team reward system for employee collaboration by Q2 2022
- Evaluate the impact of the team reward system on employee collaboration by Q4 2022
By taking these steps, we hope to increase employee collaboration and, as a result:
- Improve employee creativity
- Increase morale
- Reduce the chances of errors
Professional development goal example
Learning-oriented businesses are empirically proven to foster:
That’s why you should always support your employees’ professional development and learning. Of course, you need strategic goals for that.
Here’s one example:
“To increase the number of employees who receive a promotion within 12 months of completing a professional development program by 20% by Q1 2023.”
To do this, we will:
- Encourage employees to enrol in professional development programs by Q3 2022, with the following steps:
- Inform employees of available programs during new employee onboarding
- Highlight the benefits of completing a professional development program on employee performance reviews
- Provide employees with financial assistance to enrol in programs by Q3 2022
- Evaluate the impact of the professional development programs on employee productivity and satisfaction by Q4 2022
Self-management goal example
Self-management abilities allow your employees to:
- Regulate Their Emotions
- Manage Their Time
- Stay Focused
Research shows that employees who receive training in self-management have better work habits and are more productive.
As a result, employees will be more:
- Happier with their performances
- Motivated to improve
- Likely to focus on solutions instead of problems when collaborating with others
An example of a self-management goal would be:
“To increase the number of employees who report feeling ‘in control’ of their work by 20% by Q2 2023.”
To do this, we will:
- Teach employees self-management techniques by Q4 2022, with the following steps:
- Include a section on self-management in the employee handbook by Q1 2022
- Subsidise three e-learning courses on self-management by Q4 2022, one every three months
- Lead a companywide seminar on self-management on July 20th, 2022
- Evaluate the impact of self-management techniques on employee productivity and satisfaction by Q4 2022
- Adjust the program by Q1 2023 according to these findings
Soft skills goal example
Soft skills goals allow your employees to:
- Better relate to co-workers
- Be more patient with customers
- Resolve conflicts
- Become better leaders
Alexandra Levit, author of Humanity Works: Merging Technologies and People for the Workforce of the Future, underlines that employees with well-honed soft skills are more likely to be:
- Satisfied with their jobs
- Productive team members
- Able to reinvent themselves
Soft skills can be split into two categories:
- External soft skills are oriented on the outside. Thus, they help employees interact with others and achieve external goals (e.g., promotion).
- Internal soft skills change people on the inside. These abilities help employees become more assertive, compassionate, and aware.
An example of a soft skill goal would be:
“To leverage four opportunities that increase employee assertiveness and compassion by Q1 2023.”
The objectives to achieve this goal are:
- Provide training to employees on how to be assertive by Q1 2022
- Encourage employees to practice meditation for at least 20 minutes every day by Q2 2022
- Implement an employee support system by Q3 2022
- Have at least 50% of the workforce sign up for the employee support system by Q4 2022
Process and workflow goal example
Process goals improve your workflow. One example could be decreasing customer response times from the Customer Service Team from 24 to 5 hours by Q1 2023.
The subordinated objectives are:
- Train customer service representatives on the new process by Q2 2022
- Evaluate the customer service team’s performance on the new process every two weeks and make changes as needed
- Compare customer satisfaction ratings from Q4 2022 to Q1 2023
- Celebrate when the goal is reached by taking the customer service team out for lunch
Faster customer response times improve the customer experience and increase sales.
By implementing this goal, you will see an improvement in:
- Customer satisfaction ratings
- Employee morale
Another example is increasing your influencers’ sales by 20% within six months.
Associated objectives include:
- Use an engagement rate calculator to assess your influencers’ ability to connect to their followers within two weeks
- Terminate contracts with influencers who don’t deliver results by the end of the month
- Train your influencers on the new sales process by [date]
- Provide affiliate links to monitor and evaluate success by [date]
- Follow up with each influencer after they’ve implemented the new sales process to see how it’s working for them by [date]
- Evaluate results after six months and make changes as needed
Measure and optimise employee performance goals
After going through these employee performance goals and objectives examples, you probably have a few in mind for your company.
However, you should always measure and optimise these goals.
Here are some tips:
- Use the SMART goal setting method to ensure that your goals are specific, measurable, attainable, relevant, and time-bound.
- Set quarterly or yearly goals to give employees time to adjust to new objectives.
- Use data from employee performance reviews, engagement surveys, and other feedback mechanisms to inform your goal-setting process.
By following these tips, you will be able to create employee performance goals that improve your bottom line and contribute to a positive work environment.
What are your thoughts on these employee performance goals and objectives examples? Let’s talk in the comments below!
And don’t forget to celebrate employee milestones and successes to show that you are invested in their development. Thanks for reading!
If you want to increase your team’s performance, set goals and objectives covering the entire meaning of the word “performance.”
This article discussed examples across all aspects of the concept of performance, from collaboration to professional management, personal development, soft skills, and process and workflow. We also discussed how to ensure those goals & objectives are SMART and measure/ optimise them.
About the Author
David Morneau is the co-founder and CEO of inBeat, a hybrid micro-influencer marketing SAAS/agency that helps brands scale their marketing efforts. He has helped over 200 DTC brands to date.
Increase daily sales calls by 20% by the end of the month. Lead the charge for producing a social media strategy for the next quarter. Extend professional network by attending a conference this year.What are the five 5 performance objectives? ›
- Performance Objective 1: Quality. ...
- Performance Objective 2: Speed. ...
- Performance Objective 3: Dependability. ...
- Performance Objective 4: Flexibility. ...
- Performance Objective 5: Cost.
Increase daily sales calls by 20% by the end of the month. Lead the charge for producing a social media strategy for the next quarter. Extend professional network by attending a conference this year.What goals should I put on performance review? ›
- Adaptability and Change Management Skills. ...
- Attendance and Punctuality. ...
- Attitude. ...
- Communication. ...
- Conflict Management and Resolution. ...
- Creativity and Innovation. ...
- Customer Satisfaction. ...
- Diversity Orientation.
“For example, if your goal is to increase sales by 20 percent, you would measure this by tracking sales figures over time. If your objective is to make 100 sales calls this week, you would measure this by tracking the number of sales calls made.”What are the 5 C's of performance? ›
We call it the 5 Cs: Common Purpose, Clear Expectations, Communication and Alignment, Coaching and Collaboration, and Consequences and Results. On the surface, it's a simple framework but in practical application, it can really change the game for teams and leaders.What are the 5 key components of performance? ›
All five component processes (i.e., planning, monitoring, developing, rating, rewarding) work together and support each other, resulting in natural, effective performance management.What should I write in performance objective? ›
Performance objectives contain three key elements: the student performance; the conditions; and the criterion (accuracy).What are key performance objectives? ›
Key Performance Objectives (KPO)
Depending on how your organization chooses to define them, key performance objectives (KPOs) are often used to refer to outcomes for your team, or measurements that determine how well they're performing.
SMART goal example for work
Specific: I will start a side business selling flowers. Measurable: I'll spend at least two hours a day planning and marketing my business. Attainable: I used to sell vegetables from my garden, so now I'll use my expertise to switch to flowers.
- Improve the performance of XX by XX % through utilizing a XX in the next quarter.
- Gain 2/5/10 new XX per month for the next 6 months.
- Read 3 industry news articles per week to improve the knowledge of the trends in the next 6 weeks.
A performance improvement plan (PIP) is a document that aims to help employees who are not meeting job performance goals. A PIP covers specific areas of performance deficiencies, identifies skills or training gaps and sets clear expectations for an associate's future conduct.What are 2 examples of objective? ›
- I will speak at five conferences in the next year.
- I will read one book about sales strategy every month.
- I will work with a coach to practise my networking skills by the end of this month.
- Cognitive objectives emphasize THINKING,
- Affective objectives emphasize FEELING and.
- Psychomotor objectives emphasize ACTING.
Current level of performance depends holistically on 6 components: context, level of knowledge, levels of skills, level of identity, personal factors, and fixed factors.What are the five qualities of a leader? ›
A good leader should have integrity, self-awareness, courage, respect, empathy, and gratitude. They should be learning agile and flex their influence while communicating and delegating effectively. See how these key leadership qualities can be learned and improved at all levels of your organization.What are the 5 Cs of employee engagement? ›
Engaging Employees Using 5C's: Care, Connect, Coach, Contribute & Congratulate.What are the 4 key performance areas? ›
- Customer Satisfaction,
- Internal Process Quality,
- Employee Satisfaction, and.
- Financial Performance Index.
The four elements of Purpose, Outcomes, Accountability and Teamwork need to be used as the foundation of a performance culture.What are the three 3 factors that determine performance? ›
The key factors that influence employee performances are: Training and Development. Employee Engagement. Company culture.
- Tie your goals and objectives directly to your need statement.
- Include all relevant groups and individuals in your target population.
- Always allow plenty of time to accomplish the objectives.
- Do not confuse your outcome objectives for methods.
A smart goal is an ultimate outcome or result you want to achieve by accomplishing a set of activities. On the other hand, KPIs are metrics or indicators that tell you whether you're on track to achieve that goal.What are the core objectives of performance management? ›
The main objective of performance management is to enhance the: Achieving individual employee goals of employees along with organizational objectives. Also, enhance the skills and personal development of employees through the managers' help. Additionally, encourage work that helps in fulfilling business goals.What is a realistic goal example? ›
So if your big ambition is to stop drinking altogether, then your realistic goal could be: “I will have a drink-free day tomorrow.” This is a good realistic goal because it's something you can do immediately, but turning it into a regular thing will help you build steadily towards your big ambition.What are the 7 smarter goals? ›
The process of S.M.A.R.T.E.R goal-setting follows the acronym, which stands for Specific, Measurable, Achievable, Relevant, Time-Bound, Evaluate, and Reward.What is an example of a measurable goal? ›
Here are some good examples of measurable goals: Increasing sales by 10% Writing 500 words per day. Losing 1-2 pounds per week.What are personal objectives examples? ›
Think of objectives as the steps you take to reach a goal. When you make an objective, it fulfills a personal goal. For example, if your goal is to pay off debt, a personal objective could be to save money by eating out less.What are your top 3 career goals? ›
- Advancing to a leadership position.
- Becoming a thought leader.
- Working toward professional development.
- Shifting into a new career path.
- Experiencing career stability.
- Creating a career goal.
- Be proud. One major goal of the self-evaluation is to highlight your accomplishments and recollect milestones in your professional development. ...
- Be honest and critical. ...
- Continuously strive for growth. ...
- Track your accomplishments. ...
- Be professional.
You just set a SMART goal: it's specific, measurable, achievable, relevant, and timely. It is not vague, hard to measure, unrealistic, unnecessary, or lacking a timeline. The SMART method for goal-setting is effective both personally and professionally and can apply to both immediate and future goals.
A PIP should include information on acceptable performance levels, specific and measurable objectives that are achievable, relevant, and time-bound, guidance on what management will do to assist the employee, details on progress meetings, and consequences for not meeting the objectives of the plan.How many performance goals should an employee have? ›
Even executive level employees should be able to capture their entire job in less than 10 goals. Having too many goals can be an indicator that your goals are scoped at too low a level and are focused more on tasks than on end results.What should I write for areas of improvement on a performance review? ›
- 1) Time management. Time management is crucial to your business's success. ...
- 2) Organization. Organization can make time management much easier. ...
- 3) Interpersonal communication. ...
- 4) Customer service. ...
- 5) Cooperation. ...
- 6) Conflict resolution. ...
- 7) Listening. ...
- 8) Written communication.
- Matching Test:
- Multiple Choice Test:
- True False Tests:
- Correct/Incorrect test:
- Simple Recall Test:
- Best Answer Test:
- Completion Test:
- Classification Test:
Our main objective was the recovery of the child safe and well. His objective was to play golf and win. He had no objective evidence that anything extraordinary was happening. I believe that a journalist should be completely objective.What are the four types of objective? ›
Types of Objective. The types of objectives may also be classified into financial, strategic, short-term, and long-term objectives.What are the 8 characteristics of objectives? ›
The eight desired characteristics of objectives were already mentioned in previous text. Objectives should be: quantitative, • measurable, • realistic, • understandable, • challenging, • hierarchical, • obtainable, and • congruent across departments.What are specific objectives? ›
Specific objectives are detailed objectives that describe what will be researched during the study, whereas the general objective is a much broader statement about what the study aims to achieve overall.What are the 10 learning objectives? ›
- The objectives must be clear to students. They ALL must know WHAT they are learning and WHY they are doing it. ...
- Explain. Demonstrate. ...
- analyse. arrange. ...
- adjust. assemble. ...
- accept. adopt.
These objectives are Survival, Profit and Growth of an organisation.
- S = Specific. Goals should be defined and articulated with a clear end result in mind.
- M = Measurable. Every goal should be quantifiable.
- A = Attainable. Goals should be realistically achievable, split into manageable steps.
- R = Relevant. ...
- T = Time-Based.
Performance objectives are goals with specific results, set by employers or managers, that contribute to the success of a business or team. They provide teams with a clear and structured understanding of what they need to achieve and allow business leaders to evaluate organization-wide performance.What is performance appraisal 5 What are the objectives of performance appraisal? ›
A performance appraisal is a systematic and periodic process of measuring an individual's work performance against the established requirements of the job. It's a subjective evaluation of the employee's strengths and weaknesses, relative worth to the organization, and future development potential.What are the five performance objectives suggested by slack and Brandon Jones? ›
Slack, Brandon-Jones and Johnston (2011) describe five generic performance objectives that can be applied to different aspects of operations, in order to analyse performance; quality, dependability, speed, flexibility and cost.How do you write a good performance objective? ›
- Specific: Set clear expectations—as specific as possible. ...
- Measurable: Make items as quantifiable as you can. ...
- Achievable: Determine how you're going to accomplish the goal, as the end does not always justify the means.
Because they may find such measures helpful in achieving eight specific managerial pur- poses. As part of their overall management strategy, public managers can use performance mea- sures to evaluate, control, budget, motivate, promote, celebrate, learn, and improve.What are the four objectives of performance appraisal? ›
Objectives of Performance Appraisal
To identify the strengths and weaknesses of employees to place right men on right job. To maintain and assess the potential in a person for growth and development. To provide a feedback to employees regarding their performance and related status.
- Make a list of your positive attributes. To write a self-performance review, first determine where you are in your professional career. ...
- Reflect on your accomplishments. ...
- Reflect on your mistakes. ...
- Close with opportunities to grow.
According to Andy Neely, author of the book “Business Performance Measurement: Unifying Theory and Integrating Practice,” there are five main operational performance objectives: speed, quality, costs, flexibility, and dependability.What three things should be included in performance objectives? ›
Performance objectives contain three key elements: the student performance; the conditions; and the criterion (accuracy).
Part of that accountability involves ensuring that the employee has put in the time for research, reflection and review. Making the three Rs part of your consistent performance process will lay the foundation for continued success.