How To Set Employee Performance Goals

Setting workplace performance goals can motivate employees to perform better and provide a basis to measure their performance. Managers may be required to develop performance goals for their team. These goals usually relate to areas of accountability, productivity, motivation and job satisfaction. In this article, we explore what employee performance goals are, how to set them and examples of common performance goals.

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What are employee performance goals?

Performance goals are short-term objectives that an employee is expected to achieve within a set period of time. These goals are usually attached to specific job positions and are determined after considering the tasks and duties an employee is required to perform in that position. Performance goals are often a subset of and add up to overall company goals. They let employees know what is expected from their position, so it is important to define performance goals as clearly as possible and make them easily measurable.

Many companies use a performance management system to assess how employees succeed in achieving their goals. This assessment forms the basis for employment decisions like promotions, pay raises and transfers. In a way, employment goals lay out a short-term career path for each employee. They tell the employees what they should work toward to earn a pay raise or a new position.

Who sets employee performance goals?

The employer, manager, department supervisor or human resources department creates performance goals for employees. They can choose goals based on company values and objectives or set performance goals in consultation with their employees to keep the goals relevant to the employees’ aspirations to keep them motivated and engaged.

For example, if an employee wishes to reach the position of a team leader, some of their performance goals may be designed to include some duties of a team leader. The management may define timelines and methods for measuring success. Whether more of a team leader’s duties can be assigned to that employee and to what extent can then be decided based upon their ability to achieve their assigned performance goals.

How are performance goals different from development goals?

Performance goals

Performance goals are what employees work to achieve. They are based on the goals and priorities of an organization and are tied to specific job positions. They focus on the job duties and productivity of an employee, and are designed to integrate an employee’s achievement with the overall goals of the company.

For example, a performance goal pertaining to billing management may look like this:

“Implement a web-based billing management process by March 31. Prepare a blueprint of the design and create awareness among stakeholders. Ensure proper functioning of the system. Develop an implementation plan for the new system by October 31. Make the system ready for delivery by November 15.”

Development goals

Development goals, on the other hand, are set for the professional development of an employee. They focus on the areas the employee wants to develop for growth and advancement in their career. They encourage enhancement in performance through learning and development. Development goals are chosen and set by the employee, but they often involve active support from management. The employee usually looks up to the organization to help fulfill their professional development goals, such as through skill-based training and financial sponsorship.

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