Setting Performance Objectives

Shivani Panchal Updated by Shivani Panchal

How to set effective Performance Objectives

  • Performance Objectives are the most important things you need to achieve in your role in the near-term future (use 1-4 months as a guideline)
  • These key priorities should ideally align to wider team and organisational goals
  • Keep on track of objectives – regularly track progress and successful completion
  • Keep objectives up to date. Priorities change, so objectives should remain agile
  • Try and make objectives quantitative (for example ‘improve customer satisfaction ratings from 90% to 92% by end of quarter’)
  • If an objective is qualitative, clarify success measures (for example ‘drive full team collaboration by leading a weekly meeting to track cross-team activity and plans. Survey team in week 12 to ascertain what went well and how to further improve’)

A good quality Performance Objective should be SMART:

  • Specific and Stretching - the Objective description should be clear, precise and unambiguous. The objec­tive should also be stretch­ing in some way (but still real­is­ti­cal­ly achievable).
  • Measurable - what will success look like and how will it be measured (e.g. in terms of quantity or quality)? One or more specific measures should be added to the "Measure of Success" box for each Objective.
  • Achievable and Agreed - the Objective should be realistically achievable (but not too easily), taking into account the available time frame, resources and support. It should also be agreed upon between the individual and manager or team.
  • Relevant - the Objective should support the achievement of the Organisational Goals and / or those of your team.
  • Time-bound - a specific date should be agreed for achieving the Objective. This should be entered into the "Target Completion" box.

Another option we like to use is the ‘5As’ test:

  • Aligned – the objective should align with, and drive, wider team and organisational goals
  • Agile - the objective should be near-term, and reviewed frequently to keep it relevant and meaningful (use 1-4 months as a guideline)
  • Assessable - the objective should be precise and unambiguous with clear success measures (so that it’ll be obvious when it’s been achieved)
  • Accountable – you should have direct control over the objective, and you should specify where you share ownership with other collaborators
  • Aspirational – the objective should be stretching, yet achievable. Delivery should drive high performance

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