Performance Management
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Set team goals right: Step-by-step guide with examples

Published on 
July 2, 2024

Part of a manager's role is connecting their team’s efforts to the broader mission of the company and guiding them along the way. This is especially true in the era of remote work, where ensuring alignment for each team member is as important as ever.

What makes attaining success possible? Team goals that are purposeful, attainable, and aligned with the bigger picture. This comes as no surprise, as 70% of employees report a sense of purpose through their work and, as McKinsey quotes:

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“The goal-setting conversation can be a powerful unlock to bring purpose into work and connect the individual to something larger than themselves.”

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As leaders, the crucial task of team goal setting falls on your shoulders — it’s your responsibility to establish what needs to get done, what tasks to delegate to whom, and how to bring everyone together to meet every objective.

This article covers everything managers need to set the right team goals. It not only covers why team goals are crucial for business success but also useful steps for setting effective goals with context examples to help guide you in your own goal-setting strategies.

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The importance of team goal-setting for business success

When employees have a clear understanding of company objectives and how their work collectively contributes to reaching these, they become an aligned, motivated, and higher-performing workforce — exactly what drives business success.

Think of your team as your own version of The Avengers. Each with a unique skill set, able to come together thanks to a shared mission. This, obviously, doesn’t just happen out of thin air. It takes a dedicated effort at the leadership level to define this mission, with clear goals and tasks delegated to the right individual.


By setting clear, meaningful, and SMART team goals, managers ensure their employees understand the value of their work and how their efforts connect with their organization's bigger picture. Effective team goals support other aspects of performance management too — like team alignment, task prioritization, development and coaching, strengthening collaboration, as well as maintaining healthy team dynamics.

The benefits of setting team goals

Setting team goals creates a roadmap for success that everyone can follow. They set the stage for collective achievement, which in turn helps set individual goals.

When done right, team goal-setting brings a load of value to managerial objectives — but also has a tangible impact on the team's performance and the employee experience. Benefits of team goal setting, for both managers and employees, include:

Team goals establish accountability

When everyone knows what's expected of them, it's easier to hold each other accountable. Clear team goals ensure that every team member stays on track with their responsibilities to collectively contribute their best — preventing one employee from unintentionally veering off track and impacting the rest of the team negatively.

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Manager tip: To keep everyone on the team accountable, set a goal for each team member to complete weekly status reports on their tasks and progress, which will be reviewed in the team meeting every Monday. This should motivate each employee to hold their end of the stick, so as not to let their colleagues down.

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Team goals improve team cohesion

It’s easier to come together through a shared purpose. Team goals are shared goals, and they create a sense of unity within a team. When each team member works towards common objectives, it strengthens collaboration and builds stronger relationships, too.

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Manager tip: Organize a monthly team workshop where team members collaborate on a common project or problem-solving activity, aimed at enhancing teamwork and communication. You can use a hypothetical example for this exercise — but by using a real-life challenge the team is currently facing, you kill two birds with one stone!

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Team goals increase motivation

Clear and meaningful goals provide direction and purpose. Employees need clarity on the steps they need to take to meet expectations in order to work with confidence. Also, when team members understand the impact of their work, they are more motivated to give their best effort collectively.

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Manager tip: Break down team goals vs individual goals and responsibilities — and paint the bridge that connects the two. During team meetings, acknowledge everyone’s individual contributions, and how they collectively impact the team goal progression.

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Team goals enhance project outcomes

Setting specific goals for projects not only helps focus team efforts and resources but also provides context to said team efforts. Projects that benefit from clear team goals see better results, as they tend to be completed more efficiently and meet their intended outcomes.

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Manager tip: Tune in to what’s worked. Effective project-specific team goals can provide lessons and a great team goal-setting template for future projects. Your team might agree that a certain team goal really helped complete a past project and is worth applying again to the next one.

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Types of team goals

Understanding the different types of team goals can help managers set the right ones for their team. Each type serves a unique purpose and can drive different aspects of team performance and collaboration.

Of course, the variety of actual team goals possible is endless — each can be their own, depending on the industry, objectives, project, and team!

Performance goals

Performance goals can focus on improving both individual and team performance. This could mean goals that look to increase sales figures, enhance customer satisfaction scores, or boost productivity.

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A performance team goal looks like this: Increase the team's quarterly sales revenue by 15%, with each team member contributing to specific sales targets.

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Collaborative goals

Collaborative goals, or collaboration goals, aim to improve teamwork. Examples of team collaboration goals include improving continuous communication within the team or increasing the frequency of team-building activities.

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A project-specific team goal looks like: Finalize the design of the new software application by the end of the month, ensuring all initial testing and feedback rounds are completed.

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Project-specific goals

Project-specific goals can have a performance or collaborative focus but are tied to projects and initiatives. These usually involve meeting project deadlines, achieving key milestones, or a team delivering specific results — anything that contributes to the project's success.

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A project-specific team goal looks like: Finalize the design of the new software application by the end of the month, ensuring all initial testing and feedback rounds are completed.

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6 team goal-setting objectives (with examples)

Now that we’ve established the types of team goals there are, let’s talk about team goal objectives. Managers don’t just set goals for the sake of setting goals, after all! Knowing how to set team goals is also about making sure their objectives are aligned with organizational objectives.

Below are some common team goal objectives, with helpful examples to guide you:

#1. Achieving project milestones

Managers can set goals to reach specific project milestones — like completing a research phase, developing a prototype, launching a digital product, or finalizing a project report.

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Team goals with project achievement objectives:

  • Complete the initial research phase of the new marketing campaign by the end of Q2, ensuring all relevant data is collected and analyzed.
  • Finalize the beta version of the software update and have it ready for internal testing by the first week of the next quarter.
  • Launch the new customer feedback system within three months, including training for all relevant staff members.

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#2. Improving team communication

Crucial to internal process success, managers can also set goals to enhance the frequency and quality of communication within the team. These can look like holding weekly check-ins, implementing a new communication tool, or improving feedback mechanisms.

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Team goals with communication improvement objectives:

  • Implement a new team collaboration platform (like Slack) within the next month to streamline communication.
  • Schedule bi-weekly team meetings to review progress and address any communication barriers, starting next week.
  • Create a shared document repository by the end of this month to ensure all team members can access and contribute to project documents easily.

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#3. Enhancing team productivity

Managers can also establish team goals that aim to increase overall productivity — like reducing time spent on specific tasks, streamlining workflows, or incorporating new productivity tools into the day-to-day.

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Team goals with productivity enhancement objectives:

  • Reduce the average time taken to complete standard tasks by 15% over the next quarter by optimizing workflows and using automation tools.
  • Implement a new project management software by the end of the next month to better track progress and manage workloads.
  • Establish a daily stand-up meeting protocol within the next two weeks to ensure everyone is aligned and aware of their daily priorities.

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#4. Boosting innovation

By encouraging team members to propose new ideas and solutions through innovation goals, managers nurture a culture of creativity, initiative, and problem-solving within their teams.

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Team goals with innovation objectives:

  • Conduct quarterly innovation brainstorming sessions, during which team members propose new ideas for better processes. Implement at least one new idea each quarter.
  • Develop a dedicated innovation lab where team members can experiment with new technologies and approaches, aiming to generate at least three viable pilot projects within the next six months.
  • Establish an innovation mentorship program that pairs junior team members with senior staff to work on innovative projects, launching at least two new initiatives by the end of the year.

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#5. Improving performance quality

Managers can set team targets to reduce the number of mistakes — be it about performance or output outcomes like product defects — by attaching specific metrics like a certain percentage range within a clear timeframe.

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Team goals with quality improvement objectives:

  • Achieve a 95% customer satisfaction rate for all support tickets resolved within the next quarter.
  • Reduce product defects by half over the next six months by introducing a new testing process.
  • Increase the accuracy of data entry by 15% within the next quarter through additional training for team members.

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#6. Expanding team skill sets

Lastly, managers can encourage continuous learning by setting team goals for everyone to complete certain training courses or certifications relevant to their roles. These not only support individual development but also strengthen collective skills.

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Team goals with skills expansion objectives:

  • Enroll team members in one professional development course related to their role within the next quarter, ensuring completion by the end of the next quarter.
  • Hold monthly skills workshops where team members can share knowledge on specific tools or techniques, fostering a culture of continuous learning and skill enhancement.
  • Achieve certification in a new industry-relevant technology for at least 50% of the team within the next six months, so the team stays current with industry trends and advancements.

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8 steps to establishing effective team goals

Whether you’re already a team goal-setting expert, or this is your first time establishing a team goal-setting strategy, we’ve got a handy blueprint that helps managers avoid starting from scratch every time.

Check out our short, sweet, practical guide on simplifying the foundations of solid goal setting so you can raise your game and get better results!

Step 1: Understand your organizational and department OKRs

While this step might seem obvious, it’s essential for managers and employees to have a clear and comprehensive understanding of the organization's goals (also referred to as business objectives) and grasp the company’s bigger picture, so everyone’s on the same page.

We suggest OKRs — key objectives and results — as a framework to get started. OKRs are a collaborative goal-setting method used by (and for) teams and individuals to design purposeful goals that can be tracked and measured. The trick is to use organizational OKRs as the reference point for all future team goals.

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Questions to help stay aligned with organizational goals:

  • Is the team clear on organizational OKRs? Do we need a refresher?
  • Does anyone from the team have a creative interpretation of organization OKRs that could be helpful for the rest of the team?
  • Have organizational OKRs been recently reviewed? Are they up to date?
  • Do we have quarterly or yearly organizational OKR review sessions planned?

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Step 2: Host collaborative goal-setting sessions

Once everyone has a shared understanding of the bigger picture, the next step is for managers to establish the who, what, when, and how of team efforts. To do that in a way that certifies buy-in from employees and generates the best ideas, managers should involve the whole team in setting these goals. Collaborative sessions are one of the most effective team goal-setting activities out there!

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Questions to pose during goal-setting sessions:

  • What areas of the company strategy do we see ourselves reflected in?
  • Where can we have the greatest impact as a team?
  • Which KPIs does our work contribute to directly?
  • Which KPIs does our work contribute to indirectly?
  • What sub-metrics of company KPIs is our team responsible for?

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Narrowing down where to direct collective focus helps managers (and team members) create clearer goals and more effectively prioritize team initiatives.

Having a centralized location for team members to refer to collective goals promotes transparency and keeps them front-of-mind for everyone. Officevibe's goals and OKR tool make team goals easier to access and align with business objectives and individual employee goals.

Step 3: Build team goals aligned with organizational objectives

Now that everyone is aligned on the bigger picture, and part of the goal-setting process, the next step is to set the team goals — ensuring they’re in direct alignment with the larger company objectives.

This alignment not only helps in maintaining a clear focus for collective efforts but ensures that every team member understands the value of their contribution to the overall success of the business. By regularly reviewing and adjusting team goals to stay aligned with any changes in organizational priorities, managers ensure team efforts never veer off track.

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Questions to ask to keep team goals aligned:

  • Does each team goal directly or indirectly contribute to organizational goals?
  • Are team goals priorities aligned with organizational priorities?
  • Are there regular team goal review sessions scheduled?

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Step 4: Apply the SMART criteria for team goals

Apart from comparing against OKRs, it's a great idea to also crosscheck team goals against the SMART goal framework — ensuring all goals are specific, measurable, attainable, relevant, and time-bound.

To get started, managers can come up with the first iteration of goals for their teams, layering and fine-tuning them until every SMART criterion is met. This ensures every single team goal is comprehensive and performance-driven — which will make stakeholders extremely happy!

Questions to ensure you’re following the SMART framework:

  • Specific: What end result are you looking to achieve? Is it specifically defined?
  • Measurable: Can you measure the success of this goal with data? How will you measure it?
  • Attainable: Is this a realistic goal to set? Do you have what it takes (resources, knowledge, skills, support) to achieve success?
  • Relevant: Is this goal aligned with your team and the company’s broader objectives? Will it bring relevant value to your organization?
  • Time-bound: When do you plan to achieve this goal? Is it the right time to do so?

Step 5: Get feedback, iterate, and maintain alignment

Great team goals are shaped by the input of everyone on the team — and maybe even other company stakeholders, like senior leaders and other managers. Managers should tap into collective knowledge and perspectives to sense-check that they’re truly aligned with team realities. Feedback is also a great way to get everyone feeling inspired and motivated to achieve these goals together — as it gives participants a natural sense of ownership and participation.

How often should team goals be adjusted? As needed! By having regular touchpoints, managers ensure their goals and strategies remain aligned, agile, and relevant. Things shift quickly in business — so you want to be sure to hold down your team with a solid sense of direction.

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Questions to ask for feedback on team goals:

  • Are the goals realistic and achievable given our current resources and constraints?
  • Do these goals align with our team’s strengths and areas of expertise?
  • Is there anything that might hinder our progress toward these goals that we need to address now?
  • How can we improve our approach to achieving these goals based on past experiences?
  • Do the goals inspire and motivate you to perform at your best?

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Step 6: Turn team goals into action items

Once team goals have been established and the team is aligned, it’s time for managers to translate these goals into tangible action items. This step is one of the most exciting, as it allows employees to directly connect their individual work with the team's objectives.

Have a brainstorming session with your team to come up with ideas for how you’ll all meet shared goals, deciding which ones you’ll tackle together and who’ll take on specific tasks over others. Remember: Adaptability and flexibility with timelines and workflows are essential to making sure the work gets done without compromising quality — and without overloading anyone.

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Team brainstorm agenda template (1.5 hours)

  1. Check-in with the team, get started with a fun icebreaker, and describe the purpose of the meeting. (5-10 mins)
  2. Review organizational goals and let team members ask any questions they may have. (5-10 mins)
  3. Kick off the discussion by talking about how everyone can play into their strengths and have the greatest impact. (10-15 mins)
  4. Provide a recap of previous goals, wins, and challenges. (5-10 mins)
  5. Have a team goals brainstorm and recap where everyone contributes their ideas on a whiteboard or virtual tool. (30 mins)
  6. Wrap it up and provide the next steps. (5-10 mins)

Repeat this process every quarter or each time there are important shifts within your organization or team.

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Step 7: Monitoring and evaluating team performance with KPIs

Managers should have weekly or bi-weekly team meetings to look at team goal progress — as well as have individual check-ins where team goals are discussed more granularly. Make sure everyone is well-equipped to measure progress with clear key performance indicators (KPIs) and targets, and the necessary tools to track these metrics easily.

Scheduling dedicated, recurring moments to review what’s in the pipeline, and flag any potential roadblocks or risks, will ensure progress tracking opportunities don’t get forgotten when times get busy. Look to AI for extra help — automated team progress reports are also a simple yet efficient way to keep the team in the loop without having to think too much about it.

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Team goal KPIs examples:

  • Overall task performance
  • Individual task performance
  • Workload efficiency and distribution
  • Collective engagement score

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Step 8: Support your team in meeting goals

Being a supportive leader can make all the difference to a team. As a manager, you can empower each employee with a sense of purpose and ownership over their goals — helping them recognize opportunities, commend their efforts, and reassure them that you're always there to answer questions and provide guidance when needed.

Managers need to have their finger on the pulse when it comes to understanding a team’s reality, challenges, and concerns. Officevibe's anonymous feedback tool helps you keep a pulse on your team and facilitates safe exchanges between managers and employees, so you can spot issues early and direct your support where they need it most.

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Questions to ask your team in terms of support (but find more here):

  • Are you clear on our team goals and objectives?
  • Are you clear on your assigned tasks as part of our team goals?
  • Are there ways you feel I could better support you — be it mentorship, discussion time, or new tools?
  • Is there anyone from our team you feel you’ve learned a lot from and would like to work more closely with?

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Senior manager tip: Developing a coaching leadership style is a great way to align each employee’s personal goals with the company’s goals, and ultimately boost performance and amplify employee development.

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In-context: 15 team goal examples for managers

Now with the right step-by-step approach to setting effective goals, it’s time to put the theory into action and design your own team goals!

Remember, goals don’t have to be about performance — to help you navigate your goal-setting strategy, we've put together a selection of best-in-class team goals (that are specific, measurable, achievable, relevant, and time-bound) that you can pool inspiration from:

15 SMART team goals examples that you can use:

  1. Increase month-over-month client retention from 75% to 80% by the end of the third quarter.
  2. Produce at least one project in a format we’ve never tried each quarter.
  3. Create one list of team principles to simplify remote collaboration in the next month.
  4. Obtain a qualified lead score above 30% from all lead generation initiatives this quarter.
  5. Increase the team’s Relationship With Peers score by 1 point in Officevibe's employee engagement tool by the end of the month.
  6. Make a video to highlight team wins and share it with other teams in the next month.
  7. Increase traffic by 5% each month on the website home page.
  8. Reduce average request response time from 1 hour to 45 minutes in the next 3 months.
  9. Increase content velocity from 10 to 12 articles per month in the next quarter.
  10. Implement one initiative to improve recognition in the team in the next month.
  11. Plan or participate in regular team-building activities, at least once a month.
  12. Attend 2 industry conferences in the next quarter to grow the company's network.
  13. Earn a new certification for all team members by the end of the year.
  14. Gain 100 new social media followers in the next quarter.
  15. Reduce overtime by 20% by the end of the year.

Feel free to use these team goal examples as they are or tweak them to tailor them to your squad and work realities. Once in place, progress tracking will help you gain better momentum!

Challenges of team goal setting (and strategies to overcome these challenges)

Setting team goals can be incredibly rewarding — but it comes with its own set of challenges. Here are some of the most common obstacles managers might face (and strategies to overcome them):

  • Misalignment with organizational goals: Sometimes, team goals don’t perfectly align with broader company objectives. This happens more than you think — and is easy to correct if you regularly check in with senior leadership and ensure your team’s goals are in sync with the company’s mission and vision.
  • Lack of clarity: If goals aren’t clearly defined, team members might be confused about what’s expected of them. Make sure each goal follows the SMART criteria, and don’t hesitate to double-check that everyone has the same understanding.
  • Insufficient resources: Your team might struggle to meet goals if they lack the necessary resources, such as time, budget, or tools. Address this by assessing resource needs early and advocating for what your team requires to succeed.
  • Resistance to change: New team goals can sometimes be met with resistance, especially if they require changing familiar processes. That’s why team buy-in is so important. Overcome this by involving your team in the goal-setting process to ease them in from the start.
  • Tracking progress: Keeping track of progress can be challenging — especially with multiple goals with different KPIs. Implement regular check-ins and use project management tools to automate monitoring and progress reporting.

If any of these feel relatable — don’t worry, you’re not alone! Just remember: by proactively addressing these challenges, and nipping the issues in the bud, you’ll be able to set your team up for success (even if a few detours are needed).

What to do when goals aren’t met: Tips for managers

Not meeting team objectives can be disappointing for everyone — especially when your team has worked hard towards their shared goals.

Managers should leverage these moments of challenge to rally their teams. These times prove to be great opportunities to come together even more and use that collective determination to find solutions for the way forward.

Team retrospectives have the power to reveal what went wrong and set action items for how these learnings can be applied to even better team goals for the next time.

Questions to reflect on with your team:

  • What blocked our success as a team?
  • Were there external factors at play?
  • Is there something we could have foreseen but didn’t?
  • What have we learned through this experience?
  • How can we apply these learnings going forward?

You want to create a safe space where employees feel comfortable sharing their honest perspectives, so you can effectively move forward as a team. One way to facilitate this is by sending an anonymous survey where everyone can answer these questions without fear of being judged or facing conflict.

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The Officevibe Pulse Survey tool lets you build personalized team surveys to gather insightful and actionable feedback, and better understand your employees’ experience.

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Setting up your team up for success with the right tools and technologies

To build a motivated and high-performing team, each team member should have a sense of purpose in their role, and feel that their work has meaning — both as individuals and as part of a collective. But this magic only happens when everyone has a clear understanding of what’s expected of them and the value of their efforts.

Setting meaningful team goals that align with organizational objectives connects team members to the bigger picture, driving employee engagement and motivation. When team goals are clearly established and managers have team buy-in — then it’s a recipe for success. The steps and examples outlined in this article should contain all the tips you need to know to keep your team on track and motivated.

If you’re interested in taking team goal-setting to the next level, Officevibe’s goal-planning tool is what you need. Its features enable managers to engage and empower each team member through easy-to-follow goal-setting plans, where everyone can access a clear map of the bigger picture and the steps needed to succeed, as well as team dashboards to track their progress and hit their personal goals together.

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What's in this article
This is some text inside of a div block.

Part of a manager's role is connecting their team’s efforts to the broader mission of the company and guiding them along the way. This is especially true in the era of remote work, where ensuring alignment for each team member is as important as ever.

What makes attaining success possible? Team goals that are purposeful, attainable, and aligned with the bigger picture. This comes as no surprise, as 70% of employees report a sense of purpose through their work and, as McKinsey quotes:

{highlight}

“The goal-setting conversation can be a powerful unlock to bring purpose into work and connect the individual to something larger than themselves.”

{highlight}

As leaders, the crucial task of team goal setting falls on your shoulders — it’s your responsibility to establish what needs to get done, what tasks to delegate to whom, and how to bring everyone together to meet every objective.

This article covers everything managers need to set the right team goals. It not only covers why team goals are crucial for business success but also useful steps for setting effective goals with context examples to help guide you in your own goal-setting strategies.

LEAD WITH CONFIDENCE

Streamline processes with our HR templates

Get the toolbox

The importance of team goal-setting for business success

When employees have a clear understanding of company objectives and how their work collectively contributes to reaching these, they become an aligned, motivated, and higher-performing workforce — exactly what drives business success.

Think of your team as your own version of The Avengers. Each with a unique skill set, able to come together thanks to a shared mission. This, obviously, doesn’t just happen out of thin air. It takes a dedicated effort at the leadership level to define this mission, with clear goals and tasks delegated to the right individual.


By setting clear, meaningful, and SMART team goals, managers ensure their employees understand the value of their work and how their efforts connect with their organization's bigger picture. Effective team goals support other aspects of performance management too — like team alignment, task prioritization, development and coaching, strengthening collaboration, as well as maintaining healthy team dynamics.

The benefits of setting team goals

Setting team goals creates a roadmap for success that everyone can follow. They set the stage for collective achievement, which in turn helps set individual goals.

When done right, team goal-setting brings a load of value to managerial objectives — but also has a tangible impact on the team's performance and the employee experience. Benefits of team goal setting, for both managers and employees, include:

Team goals establish accountability

When everyone knows what's expected of them, it's easier to hold each other accountable. Clear team goals ensure that every team member stays on track with their responsibilities to collectively contribute their best — preventing one employee from unintentionally veering off track and impacting the rest of the team negatively.

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Manager tip: To keep everyone on the team accountable, set a goal for each team member to complete weekly status reports on their tasks and progress, which will be reviewed in the team meeting every Monday. This should motivate each employee to hold their end of the stick, so as not to let their colleagues down.

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Team goals improve team cohesion

It’s easier to come together through a shared purpose. Team goals are shared goals, and they create a sense of unity within a team. When each team member works towards common objectives, it strengthens collaboration and builds stronger relationships, too.

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Manager tip: Organize a monthly team workshop where team members collaborate on a common project or problem-solving activity, aimed at enhancing teamwork and communication. You can use a hypothetical example for this exercise — but by using a real-life challenge the team is currently facing, you kill two birds with one stone!

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Team goals increase motivation

Clear and meaningful goals provide direction and purpose. Employees need clarity on the steps they need to take to meet expectations in order to work with confidence. Also, when team members understand the impact of their work, they are more motivated to give their best effort collectively.

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Manager tip: Break down team goals vs individual goals and responsibilities — and paint the bridge that connects the two. During team meetings, acknowledge everyone’s individual contributions, and how they collectively impact the team goal progression.

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Team goals enhance project outcomes

Setting specific goals for projects not only helps focus team efforts and resources but also provides context to said team efforts. Projects that benefit from clear team goals see better results, as they tend to be completed more efficiently and meet their intended outcomes.

{emphasize}

Manager tip: Tune in to what’s worked. Effective project-specific team goals can provide lessons and a great team goal-setting template for future projects. Your team might agree that a certain team goal really helped complete a past project and is worth applying again to the next one.

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Types of team goals

Understanding the different types of team goals can help managers set the right ones for their team. Each type serves a unique purpose and can drive different aspects of team performance and collaboration.

Of course, the variety of actual team goals possible is endless — each can be their own, depending on the industry, objectives, project, and team!

Performance goals

Performance goals can focus on improving both individual and team performance. This could mean goals that look to increase sales figures, enhance customer satisfaction scores, or boost productivity.

{highlight}

A performance team goal looks like this: Increase the team's quarterly sales revenue by 15%, with each team member contributing to specific sales targets.

{highlight}

Collaborative goals

Collaborative goals, or collaboration goals, aim to improve teamwork. Examples of team collaboration goals include improving continuous communication within the team or increasing the frequency of team-building activities.

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A project-specific team goal looks like: Finalize the design of the new software application by the end of the month, ensuring all initial testing and feedback rounds are completed.

{highlight}

Project-specific goals

Project-specific goals can have a performance or collaborative focus but are tied to projects and initiatives. These usually involve meeting project deadlines, achieving key milestones, or a team delivering specific results — anything that contributes to the project's success.

{highlight}

A project-specific team goal looks like: Finalize the design of the new software application by the end of the month, ensuring all initial testing and feedback rounds are completed.

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6 team goal-setting objectives (with examples)

Now that we’ve established the types of team goals there are, let’s talk about team goal objectives. Managers don’t just set goals for the sake of setting goals, after all! Knowing how to set team goals is also about making sure their objectives are aligned with organizational objectives.

Below are some common team goal objectives, with helpful examples to guide you:

#1. Achieving project milestones

Managers can set goals to reach specific project milestones — like completing a research phase, developing a prototype, launching a digital product, or finalizing a project report.

{emphasize}

Team goals with project achievement objectives:

  • Complete the initial research phase of the new marketing campaign by the end of Q2, ensuring all relevant data is collected and analyzed.
  • Finalize the beta version of the software update and have it ready for internal testing by the first week of the next quarter.
  • Launch the new customer feedback system within three months, including training for all relevant staff members.

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#2. Improving team communication

Crucial to internal process success, managers can also set goals to enhance the frequency and quality of communication within the team. These can look like holding weekly check-ins, implementing a new communication tool, or improving feedback mechanisms.

{emphasize}

Team goals with communication improvement objectives:

  • Implement a new team collaboration platform (like Slack) within the next month to streamline communication.
  • Schedule bi-weekly team meetings to review progress and address any communication barriers, starting next week.
  • Create a shared document repository by the end of this month to ensure all team members can access and contribute to project documents easily.

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#3. Enhancing team productivity

Managers can also establish team goals that aim to increase overall productivity — like reducing time spent on specific tasks, streamlining workflows, or incorporating new productivity tools into the day-to-day.

{emphasize}

Team goals with productivity enhancement objectives:

  • Reduce the average time taken to complete standard tasks by 15% over the next quarter by optimizing workflows and using automation tools.
  • Implement a new project management software by the end of the next month to better track progress and manage workloads.
  • Establish a daily stand-up meeting protocol within the next two weeks to ensure everyone is aligned and aware of their daily priorities.

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#4. Boosting innovation

By encouraging team members to propose new ideas and solutions through innovation goals, managers nurture a culture of creativity, initiative, and problem-solving within their teams.

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Team goals with innovation objectives:

  • Conduct quarterly innovation brainstorming sessions, during which team members propose new ideas for better processes. Implement at least one new idea each quarter.
  • Develop a dedicated innovation lab where team members can experiment with new technologies and approaches, aiming to generate at least three viable pilot projects within the next six months.
  • Establish an innovation mentorship program that pairs junior team members with senior staff to work on innovative projects, launching at least two new initiatives by the end of the year.

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#5. Improving performance quality

Managers can set team targets to reduce the number of mistakes — be it about performance or output outcomes like product defects — by attaching specific metrics like a certain percentage range within a clear timeframe.

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Team goals with quality improvement objectives:

  • Achieve a 95% customer satisfaction rate for all support tickets resolved within the next quarter.
  • Reduce product defects by half over the next six months by introducing a new testing process.
  • Increase the accuracy of data entry by 15% within the next quarter through additional training for team members.

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#6. Expanding team skill sets

Lastly, managers can encourage continuous learning by setting team goals for everyone to complete certain training courses or certifications relevant to their roles. These not only support individual development but also strengthen collective skills.

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Team goals with skills expansion objectives:

  • Enroll team members in one professional development course related to their role within the next quarter, ensuring completion by the end of the next quarter.
  • Hold monthly skills workshops where team members can share knowledge on specific tools or techniques, fostering a culture of continuous learning and skill enhancement.
  • Achieve certification in a new industry-relevant technology for at least 50% of the team within the next six months, so the team stays current with industry trends and advancements.

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8 steps to establishing effective team goals

Whether you’re already a team goal-setting expert, or this is your first time establishing a team goal-setting strategy, we’ve got a handy blueprint that helps managers avoid starting from scratch every time.

Check out our short, sweet, practical guide on simplifying the foundations of solid goal setting so you can raise your game and get better results!

Step 1: Understand your organizational and department OKRs

While this step might seem obvious, it’s essential for managers and employees to have a clear and comprehensive understanding of the organization's goals (also referred to as business objectives) and grasp the company’s bigger picture, so everyone’s on the same page.

We suggest OKRs — key objectives and results — as a framework to get started. OKRs are a collaborative goal-setting method used by (and for) teams and individuals to design purposeful goals that can be tracked and measured. The trick is to use organizational OKRs as the reference point for all future team goals.

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Questions to help stay aligned with organizational goals:

  • Is the team clear on organizational OKRs? Do we need a refresher?
  • Does anyone from the team have a creative interpretation of organization OKRs that could be helpful for the rest of the team?
  • Have organizational OKRs been recently reviewed? Are they up to date?
  • Do we have quarterly or yearly organizational OKR review sessions planned?

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Step 2: Host collaborative goal-setting sessions

Once everyone has a shared understanding of the bigger picture, the next step is for managers to establish the who, what, when, and how of team efforts. To do that in a way that certifies buy-in from employees and generates the best ideas, managers should involve the whole team in setting these goals. Collaborative sessions are one of the most effective team goal-setting activities out there!

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Questions to pose during goal-setting sessions:

  • What areas of the company strategy do we see ourselves reflected in?
  • Where can we have the greatest impact as a team?
  • Which KPIs does our work contribute to directly?
  • Which KPIs does our work contribute to indirectly?
  • What sub-metrics of company KPIs is our team responsible for?

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Narrowing down where to direct collective focus helps managers (and team members) create clearer goals and more effectively prioritize team initiatives.

Having a centralized location for team members to refer to collective goals promotes transparency and keeps them front-of-mind for everyone. Officevibe's goals and OKR tool make team goals easier to access and align with business objectives and individual employee goals.

Step 3: Build team goals aligned with organizational objectives

Now that everyone is aligned on the bigger picture, and part of the goal-setting process, the next step is to set the team goals — ensuring they’re in direct alignment with the larger company objectives.

This alignment not only helps in maintaining a clear focus for collective efforts but ensures that every team member understands the value of their contribution to the overall success of the business. By regularly reviewing and adjusting team goals to stay aligned with any changes in organizational priorities, managers ensure team efforts never veer off track.

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Questions to ask to keep team goals aligned:

  • Does each team goal directly or indirectly contribute to organizational goals?
  • Are team goals priorities aligned with organizational priorities?
  • Are there regular team goal review sessions scheduled?

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Step 4: Apply the SMART criteria for team goals

Apart from comparing against OKRs, it's a great idea to also crosscheck team goals against the SMART goal framework — ensuring all goals are specific, measurable, attainable, relevant, and time-bound.

To get started, managers can come up with the first iteration of goals for their teams, layering and fine-tuning them until every SMART criterion is met. This ensures every single team goal is comprehensive and performance-driven — which will make stakeholders extremely happy!

Questions to ensure you’re following the SMART framework:

  • Specific: What end result are you looking to achieve? Is it specifically defined?
  • Measurable: Can you measure the success of this goal with data? How will you measure it?
  • Attainable: Is this a realistic goal to set? Do you have what it takes (resources, knowledge, skills, support) to achieve success?
  • Relevant: Is this goal aligned with your team and the company’s broader objectives? Will it bring relevant value to your organization?
  • Time-bound: When do you plan to achieve this goal? Is it the right time to do so?

Step 5: Get feedback, iterate, and maintain alignment

Great team goals are shaped by the input of everyone on the team — and maybe even other company stakeholders, like senior leaders and other managers. Managers should tap into collective knowledge and perspectives to sense-check that they’re truly aligned with team realities. Feedback is also a great way to get everyone feeling inspired and motivated to achieve these goals together — as it gives participants a natural sense of ownership and participation.

How often should team goals be adjusted? As needed! By having regular touchpoints, managers ensure their goals and strategies remain aligned, agile, and relevant. Things shift quickly in business — so you want to be sure to hold down your team with a solid sense of direction.

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Questions to ask for feedback on team goals:

  • Are the goals realistic and achievable given our current resources and constraints?
  • Do these goals align with our team’s strengths and areas of expertise?
  • Is there anything that might hinder our progress toward these goals that we need to address now?
  • How can we improve our approach to achieving these goals based on past experiences?
  • Do the goals inspire and motivate you to perform at your best?

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Step 6: Turn team goals into action items

Once team goals have been established and the team is aligned, it’s time for managers to translate these goals into tangible action items. This step is one of the most exciting, as it allows employees to directly connect their individual work with the team's objectives.

Have a brainstorming session with your team to come up with ideas for how you’ll all meet shared goals, deciding which ones you’ll tackle together and who’ll take on specific tasks over others. Remember: Adaptability and flexibility with timelines and workflows are essential to making sure the work gets done without compromising quality — and without overloading anyone.

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Team brainstorm agenda template (1.5 hours)

  1. Check-in with the team, get started with a fun icebreaker, and describe the purpose of the meeting. (5-10 mins)
  2. Review organizational goals and let team members ask any questions they may have. (5-10 mins)
  3. Kick off the discussion by talking about how everyone can play into their strengths and have the greatest impact. (10-15 mins)
  4. Provide a recap of previous goals, wins, and challenges. (5-10 mins)
  5. Have a team goals brainstorm and recap where everyone contributes their ideas on a whiteboard or virtual tool. (30 mins)
  6. Wrap it up and provide the next steps. (5-10 mins)

Repeat this process every quarter or each time there are important shifts within your organization or team.

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Step 7: Monitoring and evaluating team performance with KPIs

Managers should have weekly or bi-weekly team meetings to look at team goal progress — as well as have individual check-ins where team goals are discussed more granularly. Make sure everyone is well-equipped to measure progress with clear key performance indicators (KPIs) and targets, and the necessary tools to track these metrics easily.

Scheduling dedicated, recurring moments to review what’s in the pipeline, and flag any potential roadblocks or risks, will ensure progress tracking opportunities don’t get forgotten when times get busy. Look to AI for extra help — automated team progress reports are also a simple yet efficient way to keep the team in the loop without having to think too much about it.

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Team goal KPIs examples:

  • Overall task performance
  • Individual task performance
  • Workload efficiency and distribution
  • Collective engagement score

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Step 8: Support your team in meeting goals

Being a supportive leader can make all the difference to a team. As a manager, you can empower each employee with a sense of purpose and ownership over their goals — helping them recognize opportunities, commend their efforts, and reassure them that you're always there to answer questions and provide guidance when needed.

Managers need to have their finger on the pulse when it comes to understanding a team’s reality, challenges, and concerns. Officevibe's anonymous feedback tool helps you keep a pulse on your team and facilitates safe exchanges between managers and employees, so you can spot issues early and direct your support where they need it most.

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Questions to ask your team in terms of support (but find more here):

  • Are you clear on our team goals and objectives?
  • Are you clear on your assigned tasks as part of our team goals?
  • Are there ways you feel I could better support you — be it mentorship, discussion time, or new tools?
  • Is there anyone from our team you feel you’ve learned a lot from and would like to work more closely with?

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Senior manager tip: Developing a coaching leadership style is a great way to align each employee’s personal goals with the company’s goals, and ultimately boost performance and amplify employee development.

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In-context: 15 team goal examples for managers

Now with the right step-by-step approach to setting effective goals, it’s time to put the theory into action and design your own team goals!

Remember, goals don’t have to be about performance — to help you navigate your goal-setting strategy, we've put together a selection of best-in-class team goals (that are specific, measurable, achievable, relevant, and time-bound) that you can pool inspiration from:

15 SMART team goals examples that you can use:

  1. Increase month-over-month client retention from 75% to 80% by the end of the third quarter.
  2. Produce at least one project in a format we’ve never tried each quarter.
  3. Create one list of team principles to simplify remote collaboration in the next month.
  4. Obtain a qualified lead score above 30% from all lead generation initiatives this quarter.
  5. Increase the team’s Relationship With Peers score by 1 point in Officevibe's employee engagement tool by the end of the month.
  6. Make a video to highlight team wins and share it with other teams in the next month.
  7. Increase traffic by 5% each month on the website home page.
  8. Reduce average request response time from 1 hour to 45 minutes in the next 3 months.
  9. Increase content velocity from 10 to 12 articles per month in the next quarter.
  10. Implement one initiative to improve recognition in the team in the next month.
  11. Plan or participate in regular team-building activities, at least once a month.
  12. Attend 2 industry conferences in the next quarter to grow the company's network.
  13. Earn a new certification for all team members by the end of the year.
  14. Gain 100 new social media followers in the next quarter.
  15. Reduce overtime by 20% by the end of the year.

Feel free to use these team goal examples as they are or tweak them to tailor them to your squad and work realities. Once in place, progress tracking will help you gain better momentum!

Challenges of team goal setting (and strategies to overcome these challenges)

Setting team goals can be incredibly rewarding — but it comes with its own set of challenges. Here are some of the most common obstacles managers might face (and strategies to overcome them):

  • Misalignment with organizational goals: Sometimes, team goals don’t perfectly align with broader company objectives. This happens more than you think — and is easy to correct if you regularly check in with senior leadership and ensure your team’s goals are in sync with the company’s mission and vision.
  • Lack of clarity: If goals aren’t clearly defined, team members might be confused about what’s expected of them. Make sure each goal follows the SMART criteria, and don’t hesitate to double-check that everyone has the same understanding.
  • Insufficient resources: Your team might struggle to meet goals if they lack the necessary resources, such as time, budget, or tools. Address this by assessing resource needs early and advocating for what your team requires to succeed.
  • Resistance to change: New team goals can sometimes be met with resistance, especially if they require changing familiar processes. That’s why team buy-in is so important. Overcome this by involving your team in the goal-setting process to ease them in from the start.
  • Tracking progress: Keeping track of progress can be challenging — especially with multiple goals with different KPIs. Implement regular check-ins and use project management tools to automate monitoring and progress reporting.

If any of these feel relatable — don’t worry, you’re not alone! Just remember: by proactively addressing these challenges, and nipping the issues in the bud, you’ll be able to set your team up for success (even if a few detours are needed).

What to do when goals aren’t met: Tips for managers

Not meeting team objectives can be disappointing for everyone — especially when your team has worked hard towards their shared goals.

Managers should leverage these moments of challenge to rally their teams. These times prove to be great opportunities to come together even more and use that collective determination to find solutions for the way forward.

Team retrospectives have the power to reveal what went wrong and set action items for how these learnings can be applied to even better team goals for the next time.

Questions to reflect on with your team:

  • What blocked our success as a team?
  • Were there external factors at play?
  • Is there something we could have foreseen but didn’t?
  • What have we learned through this experience?
  • How can we apply these learnings going forward?

You want to create a safe space where employees feel comfortable sharing their honest perspectives, so you can effectively move forward as a team. One way to facilitate this is by sending an anonymous survey where everyone can answer these questions without fear of being judged or facing conflict.

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The Officevibe Pulse Survey tool lets you build personalized team surveys to gather insightful and actionable feedback, and better understand your employees’ experience.

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Setting up your team up for success with the right tools and technologies

To build a motivated and high-performing team, each team member should have a sense of purpose in their role, and feel that their work has meaning — both as individuals and as part of a collective. But this magic only happens when everyone has a clear understanding of what’s expected of them and the value of their efforts.

Setting meaningful team goals that align with organizational objectives connects team members to the bigger picture, driving employee engagement and motivation. When team goals are clearly established and managers have team buy-in — then it’s a recipe for success. The steps and examples outlined in this article should contain all the tips you need to know to keep your team on track and motivated.

If you’re interested in taking team goal-setting to the next level, Officevibe’s goal-planning tool is what you need. Its features enable managers to engage and empower each team member through easy-to-follow goal-setting plans, where everyone can access a clear map of the bigger picture and the steps needed to succeed, as well as team dashboards to track their progress and hit their personal goals together.

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Related content

Performance Management

Mastering employee performance reviews: A guide for managers

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When you hear "performance review," what comes to mind? As a manager, do you think of it as a once-a-year task that's just part of your checklist? Or perhaps, do you think of it as a laborious process with no clearly useful output?

Rest assured; the performance review process can be utilized strategically and absolutely be done in a way that is structured, effective, and impactful.

In this article, you'll find your ultimate guide to employee performance reviews. We'll walk you through the essential steps involved in conducting effective performance reviews and provide guidance on what a successful review should look like — before, during, and after. When done right, they can contribute to employee growth, development, and higher business performance.

Here is everything you need to conduct successful employee performance reviews

What is an employee performance review?

Let's first cover the basics. At its core, a performance review is a structured process that evaluates an individual's job performance and provides constructive feedback. Performance reviews are an essential part of the performance management process and support goal-setting, monitoring, and accountability.

Traditionally, a performance review has been an annual event, but in the modern workplace, with continuous performance management gaining traction, performance reviews have taken different forms — be it regular check-ins or ongoing feedback to foster employee development and improvement. In this new era of performance management, managers become more like coaches who empower their employees to reach their full potential.

👉 Find our guide to the modern way of conducting performance reviews with insightful tips and case studies to get inspired.

Why are employee performance reviews important?

Performance reviews don't have to be complicated, just as long as you don't undervalue their power either. They offer numerous benefits for both individuals and organizations at every level. They:

  • Improve communication
  • Identify strengths and weaknesses
  • Facilitate goal setting
  • Enhance employee engagement
  • Strengthen employee-manager relationships

By investing in performance reviews, you pave the way for continuous improvement and foster a more positive work culture.

Key elements of an effective performance review

Performance reviews play a crucial role in driving employee growth and development while contributing to higher business performance. To conduct impactful performance reviews, it's essential to incorporate key elements that foster a supportive, collaborative, and ultimately thriving environment.

Here are the key elements of an effective performance review process:

Frequent review cycles

Break away from the anxiety-inducing annual performance review and normalize conversations about performance. Implementing regular review cycles allows for ongoing feedback, ensuring employees stay on track and have the opportunity to grow continuously.

For example, quarterly or monthly check-ins provide timely feedback and help address any performance gaps promptly.

Two-way conversations

Performance reviews shouldn't be one-sided. By involving employees in two-way conversations, you demonstrate that their opinions and insights are valued, fostering a sense of ownership and engagement.

Encourage open dialogue and create a space for employees to share their perspectives, offer suggestions, and actively participate in the review process.

Focused on improvements

Modern performance reviews shift the focus from dwelling on past mistakes to emphasizing growth and development. By adopting a forward-thinking approach, you inspire a growth mindset and create a culture that supports continuous learning and development.

Encourage employees to reflect on their experiences, learn from them, and set goals for improvement.

Transparent and honest

Transparency and honesty are paramount in fostering trust between managers and employees. Establish clear communication channels to ensure employees understand how their performance is being assessed and how feedback will be provided.

Transparency also involves clearly communicating the evaluation criteria and ensuring employees have access to the necessary resources for improvement.

Fair and objective review process

A fair and objective review process is essential for employee morale and engagement. Use standardized evaluation criteria that are consistently applied across the organization. This helps maintain fairness and ensures that employees feel their performance is evaluated on an equal basis.

Objective evaluations foster trust and provide employees with a sense of confidence in the review process.

How to prepare for a performance review

To conduct an effective performance review, managers need to prepare in advance. Here are the key prep steps to get ready:

1. Align on performance evaluation criteria

Performance evaluations require a clear understanding of the criteria and metrics used to assess employee performance. It's essential for managers and employees to have a shared understanding of what constitutes good or poor performance.

For example, you might establish criteria such as meeting project deadlines, demonstrating strong communication skills, or displaying proactive problem-solving abilities. By aligning these criteria, you can ensure fairness and consistency in your evaluations.

2. Gather employee data and examples

To provide meaningful performance feedback, gather relevant qualitative and quantitative data, as well as examples that illustrate an employee's performance.

There are different methods of performance evaluation, all of which can be pooled to build a comprehensive performance picture. Qualitative data can come from employee self-evaluation, peer reviews, or supervisor assessments. Whereas quantitative data can come from sales figures or other productivity metrics.

By collecting a range of data and examples, you'll have a well-rounded view of the employee's performance that considers all factors — not just numbers.

3. Use a performance review template

Templates exist for a reason. They provide a pre-existing structure from which you can build on and customize. They also save you time!

Performance review templates provide a set of targeted questions that guide you through each aspect of the review, ensuring you cover all relevant areas with your employee. Using a template saves prep time and helps maintain consistency across each team member's evaluation. It also ensures that no important topics or questions are overlooked.

Officevibe includes performance review templates designed to make the review process even more streamlined, effective, and data-driven.

A preview of Officevibe's employee performance review template
Use performance review templates in Officevibe.

4. Prepare a meeting agenda

Before the performance review meeting, create a detailed agenda to guide the discussion. Outline the specific topics you want to cover, such as achievements, areas for improvement, and future goals. Consider including specific examples or projects to discuss during the meeting.

Having a clear agenda helps keep the conversation focused and ensures that all important points are addressed. It also shows employees that you have taken the time to prepare and value their performance.

👀 Check out our one-on-one meeting agendas that cover most manager-employee scenarios, including performance reviews, performance improvement plans, career development, and more!

5. Schedule your performance review meeting

Set a date and time for the performance review that works for both you and the employee. Choose a time when you can give your undivided attention and create a comfortable environment for open and honest conversation.

Avoid scheduling the review during particularly busy or stressful periods to ensure you can devote sufficient time and attention to the discussion. Scheduling the meeting in advance demonstrates your commitment to the employee's growth and development.

By following these steps and adequately preparing for the performance review, you set the stage for a productive and valuable discussion with your employees. Effective preparation ensures that you have the necessary information, structure, and focus to provide meaningful feedback and pave the way for future growth.

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How to conduct an employee performance review

Now that you're prepared, let's explore how to conduct an effective performance review. This is the time to engage in a productive conversation that supports employee growth and development.

The following guidelines provide the performance review framework you need to promote employee development, foster positive relationships, and drive organizational success:

1. Set a positive and constructive tone during the review

Approach the review with a supportive and coaching mindset. It's critical to create a safe space for open dialogue, which fosters collaboration much better than when employees don't feel like they have input. Remember that the goal is to empower employees in their future performance by emphasizing what they are capable of rather than reinforcing what they may not be doing well enough.

2. Share positive feedback and recognition

Similar to the compliment sandwich approach, balancing positive feedback with areas for improvement can go a long way. Make sure to share your own feedback and words of acknowledgment to strengthen your manager-employee bond. Additionally, pass on any feedback you received from other colleagues or leaders, which could help the employee feel valued and appreciated.

3. Offer constructive feedback

Discuss any performance challenges or areas of underperformance directly and constructively. By framing things in a constructive way and using specific examples to illustrate your points, you provide more actionable solutions for growth. Navigate difficult conversations with empathy and a focus on finding solutions together.

Need the inspiration to find high-quality feedback? Here are 22 constructive feedback examples and tips to help you deliver feedback that gets results.

4. Give specific examples

By providing specific examples, you can ensure clarity and facilitate productive discussions. Make sure to back up your feedback with concrete examples to make it more impactful and actionable. Contextualizing feedback with current and past performance examples, helps employees understand the specific behaviors or situations that need improvement or reinforcement.

5. Address performance challenges

During the review, address any performance challenges or areas of underperformance directly and constructively. There are many ways to approach poor work performance issues, just remember to lead these conversations with empathy and a focus on finding solutions. By addressing challenges head-on, you can work together with the employee to identify strategies for improvement and growth.

Granted, some conversations are a little bit more difficult than others. Hey, managers are only human. Read our difficult conversation tips to ensure the message (and solution) isn't getting lost in translation.

6. Listen actively

During the performance review, practice active listening to show genuine interest in the employee's perspective. Pay attention to their thoughts, concerns, and aspirations. By actively listening, you create an environment where employees feel heard and valued, fostering trust and engagement.

Active listening is definitely one of those skills that can help anyone in all areas of life — not just at work! So read our tips on how to practice the art of good listening.

7. Define the next steps

Collaborate with the employee to identify actionable next steps. This could look like:

  • Creating a development plan
  • Setting clear goals for improvement
  • Adjust existing performance targets as necessary

By involving employees in the process of defining the next steps, you empower them to take ownership of their growth and development.

Remember, conducting a performance review is not just a one-time event but part of an ongoing performance management system. Ultimately, ensuring continuous feedback and regular check-ins throughout the year helps set, align, and adjust employee goals when appropriate, which contributes to employee growth and success.

What to do after a performance review

The performance review doesn't end with the meeting. Here's what you can do to ensure continuous improvement and growth.

1. Follow up on the next steps

After the performance review, it's crucial to stay involved and provide ongoing support. Follow up on the next steps that were identified during the review. Schedule frequent one-on-ones and other touchpoints to monitor progress and measure results. This demonstrates your commitment to the employee's growth and helps ensure they are on the right track toward achieving their goals.

🤔 Not sure how often to schedule one-on-ones? Find your best formula for one-on-one frequency.

For example, if one of the next steps identified during the review was for the employee to improve their time management skills, you can schedule a follow-up meeting a month later to discuss their progress. During this meeting, you can ask specific questions about their strategies for improving time management, inquire about any challenges they may have encountered, and provide additional guidance or resources if needed.

By following up on next steps, you show that you are invested in your employees' success and provide an opportunity for course correction or further development.

2. Keep the performance conversation going

Embrace the beauty of continuous performance cycles by conducting regular check-ins and one-on-one meetings. These ongoing conversations provide opportunities to discuss progress, address challenges, and provide timely feedback. By maintaining an open line of communication, you can support employees in their growth journey and ensure that performance remains a priority.

For example, you can schedule bi-weekly or monthly one-on-one meetings with your employees to discuss their ongoing projects, address any obstacles they may be facing, and provide guidance or feedback. These meetings create a space for employees to share their achievements, seek guidance on their work, and discuss any new challenges that may have arisen, to assess at your next employee performance review. By keeping the performance conversation going, you demonstrate your commitment to their development and create an environment where continuous improvement is encouraged.

Officevibe supports continuous performance management. This feature provides tools and resources to facilitate ongoing feedback, goal tracking, and one-on-one meetings!

Effective performance review phrases to use in your next review

Crafting meaningful feedback is key to a successful performance review. Here are some examples of performance review phrases, be them appraisals or constructive, to inspire your next review:

  • Creativity: "Your innovative thinking has led to impressive solutions, pushing our team to new heights."
  • Communication: "Your clear and concise communication style has greatly improved team collaboration and project outcomes."
  • Accountability: "You consistently take ownership of your responsibilities, delivering results with a high level of accountability."
  • Productivity: "Your exceptional time management skills and efficient work habits have significantly increased productivity within the team."
  • Collaboration: "Your collaborative approach fosters a positive team environment, encouraging open communication and idea-sharing."
  • Coaching: "Your dedication to mentoring team members has empowered them to grow and excel in their roles."
  • Areas of improvement: "To further enhance your performance, focusing on improving your presentation skills will help you engage stakeholders more effectively."
  • Problem-solving: "Your analytical thinking and resourcefulness have consistently resulted in creative problem-solving and successful outcomes."

Again, following up on any performance feedback with specific examples will make the feedback itself more impactful by giving it context. This will also show the employee you gave the feedback thought. For example, you could pair praise about problem-solving with something along the lines of: "Last month, when we had an issue with project X, you managed to fix this by doing A, B, and C and that ensured we could deliver on time! Thank you."

⭐️ Find more examples of employee feedback that creates an impact, especially relating to more sensitive issues like the need for additional training or failing to meet deadlines, and best practices for delivering them.

Use performance management software

Theoretically, you can master your performance review approach all on your own. Logistically, however, there are ways you can make the entire performance management process infinitely easier for yourself (and your employees).

Performance management software like Officevibe turns the review process into a fun and dynamic aspect of the employee experience. With data-driven features such as goal setting, continuous feedback, and performance tracking, it simplifies, streamlines, and enhances the entire performance review process, making it fair, efficient, and engaging for both managers and employees.

By utilizing performance review software, you can maximize the benefits of performance management, foster employee development, and cultivate a positive work culture.

Elevate growth, engagement, and success with Officevibe

Mastering the art of employee performance reviews is essential for managers looking to drive growth, engagement, and success within their teams. By following the key steps outlined in this guide, you can conduct effective performance reviews that inspire improvement, empower employees, and contribute to overall organizational success.

Remember, performance reviews should be a collaborative and continuous process that prioritizes growth, feedback, and open communication. Embrace the opportunity to support your employees' development and create a culture of excellence!

Inside Workleap

Workleap Fall Launch: Empowering HR Leaders with New Features for Employee Growth and Engagement

Save your seat

MONTRÉAL — Nov. 25, 2024 — Workleap, a leading Canadian software company behind products that empower 20,000 companies in more than 100 countries to build better employee experiences, announces its fall platform release introducing new solutions and integrated features into an all-in-one simple-to-use platform. This release marks a new milestone in Workleap’s ongoing commitment to transform the employee experience by empowering HR leaders to drive organizational performance and achieve business goals.

Workleap’s comprehensive platform helps HR lead organizations to thrive in the modern setting of hybrid, remote, and distributed work environments. The consolidated solution for understanding employee engagement, driving performance, and developing employees is the best add-on to your existing HRIS and HR technology, allowing companies to add simple experiences across the employee lifecycle. Bringing these functions together in one platform, Workleap enables HR professionals to create a more responsive, agile and employee-centric work environment.

What's New

  • Workleap Performance streamlines performance management reviews and enables HR teams to guide managers to provide meaningful feedback, align teams with business goals, and easily track progress—all in one place.
  • Workleap Pingboard, an intuitive org-chart, visualization, and company building solution, will be integrated within the Workleap platform before the end of the year.
  • Integrated tools to help HR: Easily visualize employee engagement data within your org chart, streamline onboarding and learning workflows, accelerate content creation with AI designed for HR, and launch custom surveys across the employee journey.
  • Unmatched value: Game-changing bundled pricing lowers the barrier for HR teams of any size to enhance the employee experience.

Why It Matters

“Hybrid work has completely reshaped the role of HR. It’s no longer just about managing employees—it’s about building the right frameworks, fostering authentic connections, and leveraging tools that drive meaningful outcomes,” said Simon De Baene, Co-founder and CEO of Workleap. “At Workleap, our mission is clear: make work simpler. The Workleap platform brings together the tools HR teams and leaders need to focus on what matters most—creating workplaces where people feel supported, connected, and empowered to grow. By continuing to invest in our platform, we’re accelerating innovation with solutions like Workleap Performance—designed to be simple, effective, and built to keep HR and leaders ahead as the future of work evolves.”

To learn more about Workleap’s employee experience platform, visit workleap.com.

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About Workleap
Workleap is the best add-on to your HRIS to build better employee experiences. The all-in-one Workleap platform empowers organizations to make work simpler by unifying onboarding, engagement, performance, and development —in one platform.

Workleap is a Montréal, Canada-based company building the operating system for hybrid work—unifying the experience to streamline talent management and scale productivity tools across 20,000 companies in more than 100 countries.

Media Contact
Jaclyn Pullen
PANBlast for Workleap
workleap@panblastpr.com

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Inside Workleap

The future of employee experience: simplified, unified, and much more human

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At Workleap, we believe that strong employee experiences stem from three core HR actions:  

  • Understand how your employees feel to make them feel heard.  
  • Help managers to connect their teams and drive them to perform.  
  • Develop your employees, grow their careers, and help them deliver for your business.  

HR work should be human work, supplemented by the right tools.    

It sounds simple (and appealing, no?), but the reality is, finding a simple software solution to unify and streamline this work is like finding a needle in a haystack.   

Refreshingly simple employee experience software  

According to HR.com's State of Today's HR Tech Stack and Integrations 2024 report, 37% of respondents are juggling five to eleven (or more) paid HR solutions in their tech stacks. Your job is certainly complex — but the last thing you need is to manage endless tools and increase costs.  

Workleap's employee experience platform brings the simplicity you're looking for — one solution to unify and streamline everything you need understand your people, connect teams, drive performance, and develop careers. 

Engagement surveys, anonymous feedback, performance management, new employee onboarding, learning management, and career progression — yes, all of this, in one place! It seamlessly integrates with your existing HRIS, adding a layer of simple (and consistently used) experiences. 

And with such a breezy setup, you finally have the breathing room to collect the right inputs, take time to analyze and reflect, and plan concrete actions.  

Hybrid work has completely reshaped the role of HR. It’s no longer just about managing employees—it’s about building the right frameworks, fostering authentic connections, and leveraging tools that drive meaningful outcomes. At Workleap, our mission is clear: make work simpler. The Workleap platform brings together the tools HR teams and leaders need to focus on what matters most—creating workplaces where people feel supported, connected, and empowered to grow. By continuing to invest in our platform, we’re accelerating innovation with solutions like Workleap Performance—designed to be simple, effective, and built to keep HR and leaders ahead as the future of work evolves. - Simon De Beane, CEO and Founder at Workleap 

A main takeaway from the HR.com report is that employee experience is the top priority that businesses want to address with their tech stack. Over half of respondents don't have any capabilities at all!   

We know you know it's time to boost your employee experience. And here's how you do it.   

Understand your people. Make them feel heard.  

Listening is a basic human skill — but in the HR context, it's taken to a whole new level. 

Continuous employee listening involves:   

  • Providing a safe space for employees to answer questions and provide feedback   
  • Acknowledging and analyzing employee responses  
  • Actioning on employee feedback and communicating changes  

Ensuring your people feel heard is a key element of employee listening. As McKinsey senior partner, Carolyn Dewar, says: “You need to genuinely listen and learn, because the organization will sense if you are asking questions but not interested in the answers.” 

While there are many moving parts, continuous listening should be top priority because it goes hand in hand with one of HR's key metrics, employee engagement. In fact, highly engaged employees are three times more likely to say they feel heard at their workplace (92%) than highly disengaged employees (just 30%).   

Good news is, there are tools out there that help you collect constant feedback, regardless of location or time zone.   

How Workleap helps amplify your listening skills   

In a recent Workleap webinar, we brought in HR experts to break down effective listening. (Here's the link to the guide they created for attendees.)  

During the webinar, we talked about the how: How can HR leaders hear and analyze the perspectives of hundreds (or thousands) of employees? Their answer? Find yourself a really good survey and feedback tool.   

Cue: Workleap Officevibe’s engagement surveys and anonymous feedback.  

Both tools offer a safe space and an easy user experience to increase employee participation rates, which means greater insights for you! More recently, we updated our pulse survey tool to enable flexible listening. Now, you can deactivate or add custom questions to help you measure what matters to your organization. 

My team and I enjoy using Workleap Officevibe because we can instantly view our department's engagement temperature while continuously addressing learning and implementing strategies based on employees' voices. - Sivakumar Muniandy, Head of Singapore Contact Centre Operation, AIA Shared Services 

To close the loop, we recommend sharing updates with your people on what you're hearing and doing to address their needs. Open communication is key!  

Connect teams and drive performance 

Patrick Lencioni, author of The Five Dysfunctions of a Team: A Leadership Fable, captures the power of alignment and connection perfectly when he wrote: 

“If you could get all the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.” 

When your people are connected, you’re a force to be reckoned with. Without this, the business goes nowhere. People work inefficiently. Decisions are made more slowly. Alignment ensures everyone works in lockstep. And that can make a big difference on revenue. 

What can you do, as an HR leader of a hybrid organization, to connect your teams from the comfort of your home office? Read on.  

How Workleap helps you connect and drive performance 

When you crack the code for driving alignment, you'll discover endless opportunities. There are many ways to get individuals and teams together and moving in the same direction.   

One way is through performance management. Once organizational goals are defined, then all other individual and team goals can feed this North Star.   

The reality is, however, that many HR pros are struggling to find a performance management solution that blend the flexibility needed to adapt to changing needs with the simplicity and user-friendliness that fosters widespread adoption and efficiency. 

With our new Workleap Performance product, you can finally have a flexible and customizable framework to build performance cycles that fit like a glove. You can easily customize questions and evaluation criteria that align with your organizational goals, mission, and values — while still ensuring a consistent and fair process across managers and teams.   

Another way to align people — that's especially valuable for hybrid or remote workforces and incredibly easy to implement — is by helping people connect with the right collaborators across their company. A tool as simple as a dynamic org chart and employee directory can foster faster relationships by showing who you need to speak with to progress your work.   

With Workleap Pingboard you can instantly improve alignment by fostering connections between employees, streamlining resource planning, and improving internal communications.   

Foster continuous learning and development  

Employees care about learning, development, and growth opportunities. This isn't new news.   

We've seen the data, too. When an organization provides these opportunities, great talent flocks and they stick around. According to the LinkedIn Workplace Learning Report 2024, organizations with strong learning cultures have a +57% retention rate and +23% internal mobility rate.   

Talent development starts from day one and it can be tackled with a strong onboarding process. Fresh training and courses will keep people engaged and growing.   

But we know the behind-the-scenes work of an L&D program — planning, managing, and tracking — can be time-consuming, hard to scale, and frustrating to maintain.   

How Workleap helps you develop talent at scale  

The secret to scaling your learning, development, and growth programs is leveraging AI, tried-and-tested templates, and other tools that remove the heavy lifting, so you can focus on the big picture: building a culture of continuous learning.   

Workleap Onboarding, Workleap LMS, and Workleap Skills all offer templates, automation, and AI to streamline manual admin processes and reduce busywork.  

Need to create new safety training? Hop into Workleap LMS and leverage AI to create a course outline in minutes with a few simple prompts. Want to integrate this course into your new hire's onboarding plan that you just built in Workleap Onboarding? Easy peasy! 

Unifying these product experiences isn’t just great for you — it also helps new hires transition smoothly from onboarding to role-specific training.  

When onboarding, training, and career plans are easier to create and manage, you'll see higher engagement — from your HR team, managers, SMEs, and employees. 

All you need to build impactful employee experiences 

With Workleap's unified platform, you have all you need to tackle the key areas of the employee experience:  

  • Understand how your employees feel to make them feel heard with Workleap Officevibe 
  • Help managers connect their teams and drive them to perform with Workleap Pingboard and Workleap Performance.  
  • Develop employees, grow their careers, and help them deliver for your business with Workleap LMS, Workleap Onboarding, and Workleap Skills 

Let's get back to the work we love to do, simply.

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