WORK PERFORMANCE GOALS: How To Set Them With Examples

Work Performance Goals
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Table of Contents Hide
  1. What are Work Performance Goals? 
  2. How to Set Work Performance Goals 
    1. #1. Review Company Objectives on Work Performance Goals
    2. #2. Invite Employees to Participate in Work Performance Goals
    3. #3. Use the SMART Method on Work Performance Goals
    4. #4. Track and Update Periodically on Work Performance Goals
  3. Examples of Workplace Performance Goals
    1. #1. Productivity Goal for a Production Staff
    2. #2.Productivity Goal for a Data Entry Operator
    3. #3. Efficiency Goal for a Call Center Executive
    4. #4. The Educational Goal for a Web Designer
    5. #5. The Educational Goal for a Project Manager
  4. Importance of Setting Work Performance Goals
    1. #1. Motivates Worker Performance Goals
    2. #2.  Prioritizes Work
    3.  #3.Enhances the Decision-Making Process
    4. #4. Promotes Teamwork
    5. #5. Measures Success
    6. #6. Guides Employees
    7. #7. Manages Time
  5. What Should I Put for Goals on a Performance Review?
  6. What Are the Examples of Five Smart Goals for Work Performance?
  7. Examples of Good Performance Goals for Work I Can Set for Myself in 2022
    1. #1. Take a Course to Sharpen Your Skills
    2. #2. Learn a New Tool 
    3. #3. Improve your Public Speaking and Presentations
    4. #4. Research Other Departments
    5. #5. Improve Team Collaboration and Communication Skills
    6. #6. Build Your Network
    7. #7. Research a Competitor
    8. #8. Get Better at Time Management
    9. #9. Seek Out New Challenges in Your Job
    10. #10. Start Your Own Business
  8. What Should I Write for Employee Goals?
  9. What Are Areas of Improvement on Work Performance Goals?
  10. FAQs
  11. What is a good professional goal?
  12. Examples of Business Smart Goals
  13. How do you say you want to grow professionally?
    1. Related Articles

Employees can be encouraged to do their best job, and their progress can be monitored by setting measurable goals for their work. Accountability, productivity, motivation, and job happiness are typical areas where such objectives might be found. But how do you direct your staff when formulating their performance objectives? This article reviews some work performance goals along with related examples.

What are Work Performance Goals? 

A “performance goal” is an aim for an employee’s work. These are often agreed upon at the outset of a business year or quarter between the employee and the reporting manager. However, these objectives are used to assess employees’ performance at the end of a performance period. They are relevant in terms of advancement, remuneration, discipline, and dismissal. check out some examples of work performance goals below.

How to Set Work Performance Goals 

A manager’s main task is to set performance targets for his or her personnel. Also, set measurable goals to improve your team’s performance and help your organization grow. Here’s how to do it:

#1. Review Company Objectives on Work Performance Goals

Think about the organization’s bigger objective as you develop worker performance goals, tying them into the overarching aims of the company. When workers understand how their efforts contribute to the success of the firm, performance targets become more meaningful. Create a company-wide objective and then assign specific sub-goals to each person. Find out what you can do to help the team reach its goal of increasing sales by 4%, for instance.

#2. Invite Employees to Participate in Work Performance Goals

Inspire your staff to set and propose objectives that are relevant to their work. When compared to goals set by management, goals set by employees themselves are more likely to be met. Talk to each employee about what they hope to accomplish during the upcoming performance period. Also, verify if the targets are consistent with those of the business. After you’ve settled on your objectives, it’s time to establish a plan of action to get there.

#3. Use the SMART Method on Work Performance Goals

Goals for work performance can be defined using the SMART technique (specific, measurable, attainable, relevant, and timely). It is important that the employees understand what is expected of them and by when in terms of each goal. Try to put a number on the accomplishment so that it can be evaluated objectively, and set a goal that is ambitious but not unreachable. The following are characteristics of effective performance goals:

Specific

To be successful, objectives must be defined in as much detail as possible. Instead of mentioning something vague like “increase communication with team members,” you may say something more specific like “start publishing a monthly newsletter.”

 Measurable

An important aspect of setting goals is making sure they are measurable. Cut down the procedure by 10%, for instance. Goals can be measured in a variety of ways outside just numbers, including shifts in attitude and actions as well as improvements in quality, turnaround, and efficiency.

 Achievable

Achievable goals are those that can also be completed with a fair amount of time and energy invested. However, you should aim for things that, with honest work and sufficient resources, you can accomplish within the allotted time limit.

 Relevant 

Each goal ought to be relevant to the primary objective, such as the accomplishment of the company’s goals.

Time-Bound

Setting a deadline for the completion of tasks is essential. If you wish to boost productivity by 10%, for instance, you should specify whether that increase should be accomplished in one year, two years, or by a specified date.

#4. Track and Update Periodically on Work Performance Goals

Furthermore, employees might be encouraged to meet the work performance goals and make headway toward improvement if their progress is routinely reviewed. You can also motivate workers by rewarding those who reach their objectives and by closely assisting those who fall short. Talk with the worker in question to see whether the goals need to be revised and updated.

Examples of Workplace Performance Goals

Here are some examples of SMART (specific, measurable, attainable, relevant, and time-bound) goals for workplace performance. If you need some inspiration for setting goals for your team, take a look at the following examples.

#1. Productivity Goal for a Production Staff

“This is the goal of producing three more units every hour by the end of the year. However, this objective defines the required rate of acceleration and the time frame in which that rate must be raised.

#2.Productivity Goal for a Data Entry Operator

“By December 31, I hope to have reached a typing pace of 50 words per minute.” Rather than merely defining a goal to improve typing speed, this goal specifies the typing speed as well as the time frame for achievement.

#3. Efficiency Goal for a Call Center Executive

Before the next semiannual assessment, I want to be able to manage 30 calls from customers per hour. By the following evaluation session, the executive will have a clear idea of the minimum number of calls they should be able to handle. The results of the executive can be evaluated with ease.

#4. The Educational Goal for a Web Designer

This goal is clear and measurable. “I want to take eight web design courses in the next six months.” If the designer only takes six courses in six months, they will have met 75% of their goal.

#5. The Educational Goal for a Project Manager

To become a certified Project Management Professional (PMP) in the next 24 months. This objective specifies the type of accreditation the project manager has to earn and by when.

Importance of Setting Work Performance Goals

The individual and the company will benefit from setting performance targets. The following are some of the most compelling arguments in favor of establishing quantifiable performance targets:

#1. Motivates Worker Performance Goals

Having no clear expectations for their work can be frustrating and demoralizing for employees. However, the result is a loss of efficiency. Workers gain self-assurance and appreciation for their work when they are able to meet or exceed performance targets.

#2.  Prioritizes Work

Once the goals have been established, the staff will need to define priorities in order to get everything done. Employee concentration and readiness are both boosted by having clearly defined performance targets.

 #3.Enhances the Decision-Making Process

When workers have performance targets to aim towards, they have a road map to follow when making important decisions.

#4. Promotes Teamwork

The gap between personal aspirations and organizational objectives can be closed through the use of performance goals. As an added bonus, it helps workers appreciate their contributions to the company’s overall success.

#5. Measures Success

Employee and company achievements can also be better evaluated with clearly defined performance goals. Both quantitative and qualitative metrics of success are amenable to the SMART approach.

#6. Guides Employees

Employees can also, use performance goals as a guide to help them advance in the firm. However, without clear objectives, workers can get disoriented and uninspired. Also, setting and working toward goals is what helps workers succeed by stretching and improving their abilities.

#7. Manages Time

Setting a target date by which employees must complete their tasks is also one of the primary benefits of performance goals. Employees are motivated to prioritize tasks and meet deadlines because of this system.

What Should I Put for Goals on a Performance Review?

Some possible performance review goals include the following:

  • Motivation.
  • Employee development and organizational improvement. 
  • Efficiency goals. 
  • Education goals.
  • Protection for both the employee and the employer.
  • Productivity goals.
  • Communication goals. 
  • Creativity and problem-solving goals.

What Are the Examples of Five Smart Goals for Work Performance?

Follow these five smart goals examples for work performance if you’re ready to start setting your goals.

  • Specific. 
  • Measurable. 
  • Attainable. 
  • Relevant. 
  • Time-bound.

Examples of Good Performance Goals for Work I Can Set for Myself in 2022

They can also be personal goals or goals that you want to help your company For example, you could set a six-month goal to learn a new programming language or to break your company’s monthly sales record. Examples of good work performance goals you can set for yourself:

#1. Take a Course to Sharpen Your Skills

Personal development is also aided by learning objectives. They enable you to reclaim control over your knowledge. Here are some suggestions for courses and online learning resources:

  • Consider Gary Vaynerchuk’s simple Udemy course on branding and marketing.
  • On Codeacademy, you can hone your professional skills in a different programming language.
  • Also, learn to code from the ground up with an online coding boot camp.
  • Check out Kinsta’s resources to learn how to build a website with WordPress.

#2. Learn a New Tool 

If you want to organize your projects, create a new development environment, or make beautiful videos, you must first experiment. You may be able to do some of those things with old tools, but it’s always a good idea to see what else is available.

#3. Improve your Public Speaking and Presentations

Meetings are also the norm in today’s workplace, and presentations on PowerPoint and lengthy discussions are the norms in meetings. However, think about the layout and design of your PowerPoint presentation, not just the content, as part of this objective.

#4. Research Other Departments

Also, try to schedule some time to work with a different division if you want to move up the corporate ladder.  World Economic Forum study found that 94% of business leaders do expect employees to pick up new skills on the job, up from 65% in 2022

#5. Improve Team Collaboration and Communication Skills

However, improving team collaboration and communication could be one of your professional development objectives! During your search, you may discover that your team requires a completely new tool or simply better team communication habits in general. This may imply developing new guidelines for your team to follow, as well as guidelines on what to avoid (no more all-company emails).

#6. Build Your Network

It’s necessary for you to build your network. Because the number of contacts you have and the amount of outreach you’ve done determine your daily activity.

#7. Research a Competitor

Putting together a full picture of how your competitors have set things up could also help you and your team a lot. Therefore, if you’re in charge of social media graphics as a designer, you can keep track of how many and what kinds of images your competitors post. Also, If you’re a front-end developer, you might need to buy or subscribe to your competitor’s tools for a month or two to see how they arrange and set up their features. In either case, you can keep track of their work and compare it to yours to find ways to get better.

#8. Get Better at Time Management

If you don’t make time to achieve your goals, there will be no goal accomplishment. But it’s not just about making time for more strategic goals; it’s also about being more productive at work. You’ll need to set aside a few hours for strategic work or to complete more projects than you did the previous year.

#9. Seek Out New Challenges in Your Job

HR professionals adore a goal like this for professional development. It demonstrates your drive, intelligence, and savvy. It’s especially useful if your company has always wanted to do something but has lacked the necessary know-how and follow-through.

So, what are your options?

  • Make a new product feature proposal and mock-up.
  • Run tests in a different channel.
  • Gain access to a new market segment
  • Examine previous documentation (No one will fight you for this one).
  • Take on an extra shift
  • Establish a company-wide volunteer day.

#10. Start Your Own Business

Getting a new job and starting a small business is not the same thing. Building a business is a long-term goal that takes a lot of hard work and requires you to take on a leadership role. Fortunately, the internet has made it much easier for people like you and me to learn a new skill, such as creating a website.

What Should I Write for Employee Goals?

  • Productivity
  • Adaptability.
  • Self-activation and self-drive.
  • Ownership and accountability.
  • Decision-making.
  • Time-management.
  • Focus and handling of distractions.
  • The ability to communicate precise but concise information, to the right person, at the appropriate time.

What Are Areas of Improvement on Work Performance Goals?

These are Areas of improvement for employees

  • Time management. The better people can multitask, meet deadlines and manage their time, the more productive they will be at work.
  • Customer service.
  • Teamwork.
  • Interpersonal skills.
  • Communication.
  • Writing.
  • Accepting feedback.
  • Organization.

FAQs

What is a good professional goal?

Obtaining higher credentials in your industry, which can lead to new employment and salary opportunities, is one of the most common professional goals.

Examples of Business Smart Goals

Reduce department overtime from 150 hours per month to 50 hours per month by the end of the fiscal year while maintaining no increase in incident reports.

How do you say you want to grow professionally?

For example, “One of the objectives is to improve data management and analytical skills.

References

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