35 Performance Goals Examples And How To Create Your Own

“Without goals, and plans to reach them, you are like a ship that has set sail with no destination.” — Fitzhugh Dodson

Effective goal-setting is key to organizational success. Goals help provide a benchmark for performance, motivate people toward higher performance, keep everyone aligned strategically, and drive professional development.

Regarding performance management, Gartner found that when individual goals are aligned with organizational priorities and help employees meet changing needs, coordinate with peers, and hold themselves accountable, employee performance increases by up to 22%. 

Use this guide of performance goals examples, methodologies, and best practices to help you develop performance goals to boost employee and organizational performance.

35 Performance Goals Examples

Professional development performance goals

Professional development goals are some of the most essential because they help employees grow their skills, improve performance, and prepare for future career opportunities.

These goals provide a clear pathway for personal and professional growth, keeping employees motivated, engaged, and aligned with organizational objectives.

Skill-based development goal

• Example: “Complete an advanced HR analytics certification within six months to enhance technical expertise.”
• Purpose: Build specific technical or functional skills that directly improve job performance and enhance career prospects.

Cross-functional knowledge

• Example: “Shadow a colleague in a different department for one week to understand how their work contributes to organizational goals.”
• Purpose: Builds broader organizational awareness, fosters collaboration, and encourages a holistic perspective.

Networking and relationship-building

• Example: “Participate in one networking event each quarter and establish connections with professionals in the industry.”
• Purpose: Build valuable relationships that may support the employee’s growth and provide insights into industry trends.

Project management

• Example: “Take a project management course and lead at least one project from start to finish by the end of the year.”
• Purpose: Helps employees gain project management skills to manage tasks, timelines, and resources effectively.

Leadership development

• Example: “Attend a leadership development program to develop skills in team management, communication, and conflict resolution.”
• Purpose: Prepares employees for leadership roles and enhances their ability to lead and inspire others.

2. Collaboration performance goals

Collaboration goals are important because they enhance teamwork, foster strong interpersonal relationships, and ensure smoother project execution. 

Team members can better leverage each other’s strengths, support diverse perspectives, and collectively achieve goals more efficiently.

Recognize and support others’ contributions

• Example: “Acknowledge a colleague’s contribution during team discussions each week, highlighting their strengths and efforts.”
• Purpose: Builds a supportive environment, motivating team members and fostering positive relationships.

Use collaborative tools consistently

• Goal: “Use [specific tool, e.g., Slack, Trello] to update team members daily on project progress, ensuring that 100% of updates are accessible by all team members.”
• Purpose: Keeps everyone aligned on tasks and deadlines, improving efficiency and reducing communication gaps.

Regularly recognize team achievements

• Goal: “Publicly recognize a teammate’s effort or contribution in team meetings or via email once a week.”
• Purpose: Encourages a positive, supportive team atmosphere where members feel valued and motivated to contribute.

Define team norms

• Goal: “Organize a workshop to collaboratively define team norms, with 100% team member participation by the end of the month.”
• Purpose: Ensures that team norms are inclusive and reflect everyone’s input, fostering buy-in and alignment from the start.

Provide consistent project updates

• Goal: “Submit a project progress update to the team every Friday, ensuring at least 95% of updates are on time over the next six months.”
• Purpose: Keeps everyone informed, reducing the chance of project delays due to lack of visibility on status.

3. Problem-solving performance goals

Problem-solving goals are crucial for personal and team success, as they empower employees to think critically, navigate challenges, and make informed decisions. 

Effective problem-solving skills can improve efficiency, reduce conflicts, and drive innovation within the team or organization.

One trick is to identify recurring or significant challenges related to your role or industry, and set goals around addressing those areas.

Improve solution brainstorming techniques

• Goal: “Facilitate a brainstorming session with the team once per quarter to generate at least five innovative solutions for a recurring challenge.”
• Purpose: Encourages creativity, and collective thinking, and helps generate diverse solutions that might not arise in individual problem-solving.

Improve problem documentation consistency

• Goal: “Document each step taken in problem-solving for at least 90% of issues, creating a reference to streamline future problem-solving efforts.”
• Purpose: Builds a knowledge base for future reference, improving consistency and efficiency in addressing similar problems.

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Develop decision-making confidence

• Goal: “Practice structured decision-making by using a decision matrix to evaluate options for at least one major project or problem per month.”
• Purpose: Improves clarity and objectivity, enabling people to make more confident, well-considered decisions.

Enhance preventative problem-solving

• Goal: “Identify and implement preventative measures for at least three recurring issues each quarter, reducing their frequency by 15%.”
• Purpose: Reduces the recurrence of common issues, freeing up time for more strategic work and improving efficiency.

​​Implement a feedback loop for problem solutions

• Goal: “Gather feedback on solution effectiveness from stakeholders for each problem solved, with at least an 80% feedback rate by the end of each month.”
• Purpose: Ensures solutions are effective and meet stakeholder needs, providing insights for improving future solutions.

4. Creativity performance goals

Creativity goals are essential because they foster innovation, improve problem-solving, and drive personal and organizational growth.

By setting measurable creativity goals, individuals and teams can build a culture of innovation, stay competitive, and bring fresh ideas to their work.

Implement a 1-hour weekly creativity session

• Goal: “Dedicate one hour per week to focused creative work, such as brainstorming, mind mapping, or researching new techniques.”
• Purpose: Builds a routine that prioritizes creativity, ensuring time is consistently set aside for idea generation.

Develop a new concept monthly

• Goal: “Create and present one new concept or proposal each month, regardless of immediate feasibility.”
• Purpose: Encourages consistent ideation and helps refine presentation skills, leading to a steady stream of innovative proposals.

Engage in cross-industry research

• Goal: “Research and present one creative solution from a different industry each quarter, analyzing how it might apply to our own work.”
• Purpose: Exposes you to fresh perspectives and strategies, broadening creative thinking by applying insights from diverse fields.

Develop creative workshop skills

• Goal: “Lead a creativity workshop or brainstorming session with the team once per quarter, generating at least 10 new ideas collaboratively.”
• Purpose: Builds facilitation skills, fosters team creativity, and leverages diverse perspectives to generate ideas.

Increase experimentation in work

• Goal: “Try at least one new approach or tool for each major project, tracking outcomes to assess effectiveness.”
• Purpose: Promotes an experimental mindset, allowing for continuous improvement and creativity through trial and error.

5. New hire performance goals

New hire performance goals are crucial for setting clear expectations, helping new employees integrate successfully, and supporting them in becoming productive team members.

By establishing measurable goals, new hires have a roadmap (we’re fans of the 30-60-90 day plan) to guide their development, with the focus being on learning and networking. 

Complete onboarding training

• Goal: “Attend and complete 100% of required onboarding sessions and training within the first 30 days.”
• Purpose: Provides a comprehensive understanding of company policies, tools, and resources, ensuring a smooth transition into the organization.

Set up regular check-ins with the manager

• Goal: “Schedule bi-weekly check-in meetings with your manager for the first 90 days to review progress and receive feedback.”
• Purpose: Promotes open communication, allowing new hires to address any questions, receive guidance, and make continuous improvements.

Build key internal relationships

• Goal: “Meet with at least five key stakeholders or team members in other departments within the first 30 days to understand how your role supports their work.”
• Purpose: Helps new hires understand cross-functional dependencies and build a support network, aiding their ability to collaborate effectively.

Achieve familiarity with company tools and software

• Goal: “Gain proficiency in all required company tools and software by the end of the first month, completing any related training and practicing independently.”
• Purpose: Reduces reliance on others for basic technical support, enabling the new hire to work efficiently and productively.

Contribute to team meetings

• Goal: “Participate actively in team meetings by sharing insights or asking questions at least once per meeting within the first 60 days.”
• Purpose: Encourages engagement and shows the new hire is invested in team goals, helping them integrate more fully into the team dynamic.

6. Executive and leadership performance goals

Executive and leadership performance goals are crucial for guiding strategic vision, fostering team alignment, and driving organizational success. 

Setting clear, measurable leadership or manager goals helps leaders focus on high-impact areas, support team and organizational growth, and demonstrate accountability.

These goals also ensure leaders are actively developing the skills needed to adapt to changing market demands, build strong teams, and inspire employees at all levels.

Establish clear performance metrics

• Goal: “Develop and roll out a set of key performance indicators (KPIs) for all departments within the next 90 days to track and measure organizational progress.”
• Purpose: Creates transparency and accountability, allowing the organization to monitor progress and make data-driven adjustments.

Foster transparency

• Goal: “Post weekly updates and conduct monthly town hall meetings to keep employees informed about company goals, progress, and challenges.”
• Purpose: Builds trust and morale by promoting transparency, and ensuring employees feel connected to the organization’s mission and vision.

Build a strong succession plan

• Goal: “Identify and develop at least three high-potential leaders for key roles by implementing tailored development plans within the next 12 months.”
• Purpose: Ensures organizational continuity by preparing future leaders, and supporting long-term stability and growth.

Enhance data-driven decision-making culture

• Goal: “Train 100% of senior leaders on data analysis and decision-making tools, integrating data-driven practices in monthly leadership meetings.”
• Purpose: Promotes a culture of informed decision-making, improving the quality and impact of strategic choices.

Establish a knowledge repository

• Goal: “Create a centralized knowledge repository within the next quarter, adding at least 10 key documents or resources per month.”
• Purpose: Provides easy access to essential knowledge, reduces duplicated work, and ensures team members can easily find resources to support their tasks.

7. Human resources performance goals

Human resources (HR) performance goals are vital for supporting organizational growth, enhancing employee engagement, and fostering a positive workplace culture. 

Clear, measurable goals help HR professionals focus on strategic priorities that align with business objectives, from talent acquisition and retention to employee development and compliance. 

Setting performance goals also enables HR teams to demonstrate their impact on the organization, leading to better resource allocation and increased influence in strategic decision-making.

Reduce time-to-hire

• Goal: “Decrease the average time-to-hire by 20% over the next two quarters by streamlining recruitment processes and leveraging digital hiring tools.”
• Purpose: A faster hiring process helps fill open positions more quickly, reducing workload for existing employees and minimizing productivity loss.

Improve employee retention rates

• Goal: “Achieve a 10% improvement in retention rates within the next year by enhancing employee engagement initiatives and developing personalized career development plans.”
• Purpose: Lower turnover reduces hiring and training costs, builds team stability, and ensures organizational continuity.

Improve employee engagement rate

• Goal: “Achieve a 10% increase in employee engagement rate within the next year by developing employee engagement activities and plans.”
• Purpose: Higher engagement increases productivity and retention.

Improve diversity and inclusion

• Goal: “Increase diversity across all levels of the organization by 15% within a year by implementing hiring and promotion practices focused on inclusion (i.e. post IT jobs on “women in tech” job boards).”
• Purpose: Higher diversity and inclusion boosts creativity and efficiency. It also positively impacts employee engagement and employer branding.

Enhance employee onboarding experience

• Goal: “Redesign the onboarding program within three months to include a structured 30-60-90 day plan, improving new hire satisfaction scores by 15%.”
• Purpose: A positive onboarding experience helps new employees acclimate quickly, improves engagement, and sets them up for long-term success.

Increase training and development participation

• Goal: “Boost employee training participation by 25% over the next year by implementing flexible, accessible training options such as online modules and workshops.”
• Purpose: Investing in skill-building and professional growth increases employee satisfaction, enhances capabilities, and improves overall productivity.

Enhance HR Compliance

• Goal: “Conduct a compliance audit within the next quarter and implement any necessary policy updates to ensure 100% compliance with federal and state regulations.”
• Purpose: Maintains a lawful work environment, reducing the risk of legal issues and protecting the organization’s reputation.

Goal-Setting Methodologies

Goal-setting methodologies provide structured approaches to defining, planning, and achieving objectives effectively. 

By using specific frameworks, organizations, teams and individuals can set clear, measurable, and attainable goals that align with their personal or organizational priorities. 

Different methodologies, such as SMART goals, OKRs (Objectives and Key Results), and BHAGs (Big Hairy Audacious Goals), offer unique strategies to drive focus, measure progress, and maintain motivation. 

Understanding these methodologies helps people select the most suitable approach for their needs, ensuring that each goal-setting process is intentional, impactful, and actionable.

Here’s an explanation of some goal-setting methodologies, focusing on how they work and their unique advantages:

1. The SMART Goal Methodology

SMART goals are designed to provide clear, actionable objectives by following five specific criteria.

SMART stands for:

• Specific: Goals should be well-defined and clear.
• Measurable: Goals need criteria to track progress and determine success.
• Achievable: Goals should be realistic and attainable, given available resources and constraints.
• Relevant: Goals must align with broader objectives, ensuring they have a meaningful impact.
• Time-Bound: Goals should have a defined timeframe or deadline for completion.

Advantages: This methodology provides clarity and focus, breaking down goals into manageable steps that increase motivation and make it easier to track progress. SMART goals are great for individual, project-based, and team-level objectives that need specific outcomes.

Example from AirBNB: “Improve customer service response times to enhance guest satisfaction."

• Specific: Reduce the average response time to customer inquiries.
• Measurable: Achieve a 50% reduction in response time, decreasing from an average of 24 hours to 12 hours.
• Achievable: Implement additional training for customer service representatives and introduce advanced support technologies.
• Relevant: Enhancing response times directly impacts guest satisfaction and loyalty, aligning with Airbnb's commitment to delivering world-class service.
• Time-Bound: Accomplish this reduction within the next six months.

2. The OKRs (objectives and key results) methodology

The OKR framework was developed by Intel and popularized by Google, focusing on measurable results that align with broader objectives.

Components:

• Objective: A clear, qualitative goal that defines what you aim to achieve. Objectives are inspiring and directional.
• Key results: Measurable outcomes that track progress toward the objective, typically 2-5 per objective. Key results are quantitative, with specific targets (e.g., increase sales by 20%)

Advantages: OKRs create alignment across the organization, connecting individual and team goals to overarching company goals. 

They’re designed to be flexible and aspirational, fostering transparency and motivating employees to aim higher. 

OKRs work well in fast-paced environments where goal adaptability is important. Specific OKR software or goal-setting software can help track and maintain them.

Example from Google: "Improve Chrome's speed by and efficiency."

• Key results:
  • Reduce the browser's startup time by 25% within the next quarter.
  • Decrease memory usage by 30% over the next six months.
  • Achieve a 20% increase in page rendering speed by the end of the fiscal year.

3. Locke and Latham’s 5 principles of goal-setting

Based on the Goal-Setting Theory by Edwin Locke and Gary Latham, these principles emphasize that effective goals improve performance and focus.

The 5 principles:

• Clarity: Goals should be specific and clearly defined to avoid ambiguity.
• Challenge: Goals should be challenging enough to inspire effort and motivation without being unachievable.
• Commitment: Employees need to be invested in the goal for it to have a meaningful impact; commitment can be enhanced by involving employees in the goal-setting process.
• Feedback: Regular feedback on progress is essential for staying on track and making adjustments.
• Task Complexity: Goals should be broken down into achievable steps, especially if they are complex, to prevent overwhelm and increase focus.

Advantages: This methodology emphasizes motivation and provides a solid foundation for goal setting in diverse contexts. It’s particularly effective when combined with regular check-ins and feedback loops to ensure continuous engagement.

Example for a sales representative:

Objective: Increase monthly sales by 20% over the next quarter.

• Clarity: “Achieve a 20% increase in monthly sales, from $50,000 to $60,000, over the next three months.”
• Challenge: The 20% increase is ambitious, requiring the sales rep to explore new sales tactics, increase outreach, and potentially expand into new customer segments, but it’s also reasonable given current growth trends.
• Commitment: Engage the sales rep by discussing how achieving this goal will contribute to both company growth and their professional growth, potentially resulting in a performance bonus or promotion consideration if consistently met.
• Feedback: Set up bi-weekly check-ins to discuss progress, identify obstacles, and provide feedback on techniques. During these sessions, the rep can share insights about what strategies are working or not, and you can offer guidance.
• Task Complexity: Break down the monthly sales goal into weekly targets (e.g., $15,000 per week), and encourage the sales rep to focus on achievable daily activities, such as a certain number of client calls, meetings, and follow-ups.

4. The BHAG (big hairy audacious goals) methodology

Created by Jim Collins and Jerry Porras, BHAGs are long-term, ambitious goals that challenge the organization to achieve something extraordinary.

Characteristics of BHAGs:

• Big and bold: Goals should be ambitious and challenging, requiring innovation and effort.
• Clear and compelling: BHAGs should be easy to understand, motivating teams to work toward a powerful vision.
• Long-term: BHAGs are generally set for 10 to 30 years, aiming for large-scale impact rather than immediate results.

Advantages: BHAGs are particularly effective for visionary organizations that want to stretch beyond incremental improvements. They inspire employees, drive organizational growth, and help companies differentiate themselves by setting ambitious, transformative goals.

Example: "By 2030, become the world’s leading platform for climate-positive technology, with 100% of our solutions contributing to a net-zero future for our users and partners." 

5. The goal pyramid methodology

The Goal Pyramid breaks down broad, long-term goals into smaller, actionable objectives, forming a structured hierarchy of goals.

Structure:

• Top of the pyramid (vision or ultimate goal): A high-level, overarching goal that serves as the long-term target (e.g., “Become a leader in sustainable tech”).
• Middle of the pyramid (strategic goals): Medium-term goals that support the ultimate goal and focus on key areas (e.g., increase market share, improve R&D capabilities).
• Base of the pyramid (operational goals): Short-term, actionable goals or tasks that contribute directly to achieving the strategic goals (e.g., launch a new product, optimize processes).

Advantages: The Goal Pyramid provides a clear line of sight from daily tasks to overarching goals, making it easy for employees to see how their work supports the organization’s vision. 

This methodology is particularly useful for long-term planning, as it aligns day-to-day actions with high-level objectives.

Example from Amazon:

• Top-level goal (mission): "Enhance the value proposition of Amazon Prime to increase global membership."
  • Strategic goals:
    • Expand Prime Video content library by 30% within the next fiscal year.
    • Reduce average delivery times for Prime members by 20% over the next 18 months.
  • Tactical Goals:
    • For expanding Prime Video:
    • Secure licensing agreements with five major international studios within six months.
    • Increase investment in original content production by 25% this year.
  • To reduce delivery times:
    • Establish 50 new fulfillment centers in key regions within a year.
    • Implement advanced logistics software to optimize delivery routes by the next quarter.
  • Operational Goals:
    • Hire and train 1,000 additional logistics personnel over the next six months.
    • Upgrade existing delivery vehicles to eco-friendly models within the next year.

FAST 

The FAST goal-setting framework stands for frequent, ambitious, specific, and transparent goals. 

• Frequent because they’re checked regularly, often weekly or monthly, rather than just at the end of a performance cycle.
• Ambitious to encourage employees to push themselves and aim higher than they might with more modest goals.
• Specific goals make it clear what’s expected and what success looks like,
• Transparent goals ensure that everyone on the team or in the organization can see each other’s goals and progress, which boosts alignment and accountability.

Advantages: The FAST framework encourages employees to strive for challenging outcomes while staying closely aligned with the team or organizational mission. It keeps goals top-of-mind with frequent reviews and creates a culture of accountability through transparency.

Example: A tech company working on an innovative product launch set a FAST goal to “Increase product functionality by adding two new features every quarter and reduce reported bugs by 50% each month.”

This goal is frequent (checked monthly), ambitious (challenging targets for new features and bug reduction), specific (two new features, 50% bug reduction), and transparent (progress shared across teams).

Performance Goals Best Practices

Almost there! To summarize and provide extra insights, the following section will explore best practices for establishing meaningful goals and consistently tracking their progress.

Goal-setting best practices

1. Align goals with organizational objectives

Ensure individual and team goals support the broader strategic goals of the organization. This alignment creates a clear connection between personal achievements and company success, fostering a sense of purpose and direction.

“The foundation of effective goal setting lies in a clearly defined company vision,” explains Tara Bodine, HR Consultant and founder of True North People Consulting, “This overarching goal should inspire and guide all employees, providing a sense of direction and purpose. Once company-wide goals are established, they can be broken down into smaller, more manageable objectives for teams and individuals.”

This process is easier said than done, but Liz Lockhart Lance’s article on cascading goals is a great starting point.

2. Involve employees in the goal-setting process

Evidence suggests that involving employees in setting their own goals increases commitment and motivation, which definitely makes sense when it comes to development.

3. Set challenging but realistic goals

Goals should be ambitious enough to push employees out of their comfort zones but realistic enough to avoid burnout or frustration. 

Goals that are too easy don’t motivate, while overly difficult goals can lead to disengagement.

Results from a review of laboratory and field studies on the effects of goal setting on performance found that, in 90 percent of the studies, challenging and specific goals resulted in better performance than easy goals, no goals, or “do your best” goals.

4. Break down large goals into smaller steps

Divide complex or long-term goals into smaller, achievable milestones. This helps maintain momentum and gives employees a sense of progress, making it easier to stay on track and adjust if needed.

As Robert Hourie, Company Director at Elwood Roberts, explains “Setting milestones in the process is critical because without specific, short-term milestones it's hard to coach someone to improve. 

Achieving small wins is what gives people confidence on a day-to-day basis. With short-term milestones, performance can be measured more often without micromanaging an employee.”

5. Include both quantitative and qualitative goals

Use a mix of measurable (quantitative) goals and behavioral or skill-based (qualitative) goals. While quantitative goals focus on outcomes (e.g., sales targets), qualitative goals emphasize skills and behaviors (e.g., communication improvement).

6. Set timeframes and milestones

Define clear timelines for goal completion, along with intermediate milestones. Regular checkpoints allow for course correction if needed and keep employees focused on achieving results within the set timeframe.

Renee Barber, Global Director of Recruiting at TYR Talent Solutions, suggests reviewing every 90 days or so. “A quarterly (90 days) cadence tends to strike a good balance—enough time to reflect on progress, adjust goals, and provide meaningful feedback, without being too distant or too frequent. This keeps performance conversations relevant and actionable.”

Performance tracking best practices

1. Set up regular check-ins and reviews

In addition to more formal performance reviews, schedule regular (weekly, bi-weekly, or monthly) check-ins to discuss progress, challenges, and achievements. 

These touchpoints keep employees accountable and allow managers to provide timely feedback and support. In addition to timely, feedback should be objective, and specific. Alana Fallis has a very helpful guide with practical examples of how to provide effective feedback.

A study by the Journal of Applied Psychology states that presenting weekly progress reports of your goal increases your success rate by 40 percent.

2. Leverage performance tracking tools

Use digital tools and software (like Asana, Trello, or performance management platforms like 15Five or BambooHR) to track goals, milestones, and ongoing progress. These tools provide a centralized view of performance data for both managers and employees.

3. Encourage self-tracking and reflection

Encourage employees to track their own progress and reflect on their performance periodically. Self-tracking boosts accountability and gives employees a sense of ownership over their goals.

Top tip: Dashboards make it easy for employees and managers to see at-a-glance updates on individual and team performance.

4. Celebrate wins

So important! Break down goals into smaller milestones and celebrate each achievement. Milestones provide short-term motivation and help employees see tangible progress toward larger goals.

Research from Achievers found that 90% of employees say that receiving recognition for their work motivates them to put in more effort. Time to set a goal to launch an employee recognition program!

5. Document achievements and challenges

Keep a documented record of each employee’s achievements and challenges over the performance period. This record provides valuable data for performance reviews and helps in identifying long-term growth patterns.

6. Allow for flexibility and adjustments

Organizations, people, and jobs change constantly, a goal that was relevant in January may not be as relevant in June, so goals should be adjusted as needed.

Even if things change, it’s still important to reward achievements for goals, even if the results are no longer relevant.

People work hard for their goals and they should not feel penalized if things change along the way.

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