Setting clear, actionable goals is a cornerstone of effective performance reviews and employee development. As I often share with clients, goal setting isn’t just about checking a box during the review process; it’s about creating a documented roadmap for growth that aligns individual ambitions with the company’s broader vision.

Why Documenting Goals Matters

Many organizations go through performance reviews but miss a critical step: documenting the growth opportunities and goals that emerge from these conversations. When goals are clearly written down, both the leader and the employee have a shared understanding of what success looks like and what steps are needed to get there. This documentation ensures accountability and provides a reference point for future check-ins.

Collaborative and Supportive Goal Setting

Goal setting should always be a collaborative conversation. As a leader, it’s important to ask employees what they want to achieve and where they see opportunities for development. Once goals are identified, document them in a clear and concise way, making sure they are specific, measurable, and realistic.

But don’t stop there—ask yourself, “What can I do to help this person achieve their goal?” Support might include providing resources, removing obstacles, or helping the employee prioritize their workload.

Integrating Goal Setting into Ongoing Conversations

While it’s great to set goals during annual or semi-annual reviews, the most effective organizations make goal setting and tracking a regular part of their weekly or monthly check-ins.

Finding a way to track and add it to your meetings is important, but how this process is initiated and managed can look different for each leader and/or business.

However, whether you review goals quarterly, biannually, or even monthly, check in frequently to ask about progress, setbacks, and support needs. This ongoing dialogue keeps goals relevant and top-of-mind and allows for adjustments as priorities shift.

Lead by Example

It’s also valuable for leaders to share their own goals and development areas with their teams. This transparency builds trust and shows that growth is a company-wide priority—not just something expected of employees. When employees see their managers working toward their own goals, it fosters a culture of mutual accountability and continuous improvement.

My Key Takeaways for Setting Goals in Performance Reviews

  • Always document growth opportunities and goals during reviews.
  • Make goal setting a collaborative process and offer support as a leader.
  • Revisit goals regularly, not just once a year—to keep progress on track.
  • Foster open dialogue about challenges, reprioritization, and achievements.
  • Lead by example by sharing your own goals and progress.

By embedding goal setting into your performance review process and making it an ongoing conversation, you help your team stay invested in the company’s goals and mission by ensuring they are aligned, motivated, and ready to grow alongside your business.

There’s more to it. Read The Power of Routine Employee Evaluations to learn more, or reach out to schedule a call today.