Home » Employee Performance Goals & Objectives [Examples for 2022]

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Is Your Organization Stuck?

Let’s strategize some new options to get your team moving forward. – David
Click here to connect ->

Employee Performance Goals & Objectives [Examples for 2022]

A goal is a milestone that pushes us to perform better and try new things. It is the desired result that gets us from point A to point B. The 2022 new year is right around the corner, which means goal setting is what everyone is considering as they bustle around the office. Most people think of goals as a personal matter, but setting goals should also be a part of your professional life. 


Setting goals with your employees make performance reviews more involved. They benefit your employees in their professional and personal lives. Your team will be proud of their work when they set their own goals because, even if they don’t achieve them, they at least make progress toward a more unified team. 

Don’t you want that for your business? If so, keep reading to learn how to set goals with your team that show results.

Looking for a business transformation? B STATE has services for leadership, department, and project teams. Learn more here

SMART Performance Goals

To set your team up for success, you must learn how to set SMART goals. Setting goals is more than writing a random milestone on a piece of paper and hoping it comes true. Unfortunately, most people set goals that are vague, unrelated, and with no deadline. You can fix this by setting SMART goals instead. 

SMART refers to the following:

  • Specific
  • Measurable
  • Ambitious
  • Relevant
  • Time-bound

For example, say you set a goal for your employee to “improve in emotional intelligence.” That’s great, but he won’t do it. The goal is too vague, there’s no deadline, and it’s not personal. 

Instead, your employee can “attend three meditation classes by June 1, 2022”. This goal is specific and relevant because it shows how the employee is going to practice emotional intelligence. The goal is measurable because there are a certain number of classes to take. It’s also ambitious because it’s unique (especially if your employee has never tried meditation). Lastly, it has a deadline. 

This goal can usher in success. 

Now that we understand what attributes a goal needs, let’s look at a few examples of performance goals you can set with your team.

RELATED: 5 Best Examples Of High Performing Teams

10 Employee Performance Goals (with examples)

Self-management goals

Self-management is the ability to control our emotions, thoughts, and behaviors. We can all improve in this area in some way.

Have your team member dedicate time each day to a specific task for the next 30, 60, or 90 days and record the results. You could also have her create a list of priorities to be accomplished by a specific date if time blocking doesn’t work.  

Emotional intelligence goals

Emotional intelligence is the ability to manage our emotions. This can be tricky when we deal with difficult clients, or when two team members don’t get along. 

You could have your employees practice scenarios when dealing with difficult clients, or you could take work out of the equation and try attending the three meditation classes as previously stated.

Creativity goals

A creative team is an innovative team. You can help your employees tap into their creative side by helping them set creative goals that benefit the business, and them personally. 

Try giving your employees creative freedom each day, or each week, by setting aside some time to work on their creative projects. You may find that some of your employees are artists or writers and can help in areas of the company you wouldn’t have known before.

Soft-skill goals

Soft skills are people skills. For example, the ability to casually converse over the phone with a client about a specific product. 

A soft-skill goal example could be for your employee to practice phone etiquette by working with the reception team, or learning how to use the phone. 

Professional development goals

Professional development is continued education and is important in keeping our skills sharp in a specific industry.

Have your employee set a goal of attending three different seminars by June 1st, or possibly attend a journal club reviewing clinical studies in the industry. 

People management goals

People management is important regardless of whether you have a leadership role or not. Your team must know how to manage and motivate themselves and others. 

Set a goal for your team member to memorize the company values, or practice listening skills by conversing with other colleagues.

Negotiation goals

Negotiation is the practice of finding common ground on a specific issue through discussion. In other words, it’s an act of compromise.

Your employee can set a goal to attend negotiation seminars and stay up-to-date on the latest practices or read two books on the art of negotiation by a specific date. 

RELATED: 4 Best Books On Accountability: Individual & Organizational

Decision-making goals

Decision-making is what it is at face value. It’s making decisions, easy and difficult, quick or with time. 

Have your employee make a plan to make a decision by a specific date, then discuss why that employee made that decision. You could also try something abstract, like having your employee gain a new perspective on an issue he or she didn’t know about previously. 


Collaboration is essential. We all must work with different people with different perspectives, and sometimes we don’t always see eye to eye.

Assign a project to two or more employees and have them collaborate. Give the project a deadline and assign roles. Make sure it’s a project that your team wouldn’t normally work together on.


Communication is simply the exchange of information, but so often we fall short of this one. We forget to send emails or don’t explain something in detail like we should. But communication isn’t always verbal. It can be virtual, like through social media. 

A goal for your employee could be to learn the newest technologies in communication, like 3 new social media apps. You could also start simple and have your employee commit 30 minutes to email each day. 

RELATED: 5 Workplace Miscommunication Examples (& How To Avoid Them)

Final Thoughts

Goals are not just for our personal lives. Goals are achievements we should celebrate with our colleagues as well. They encourage us to be better and help us step out of our comfort zones. 

Even when we don’t reach our goals, we are often surprised by the astonishing results a little effort can bring. Ask your team how their goals are coming along. Be excited about them! Show interest in their development. As you sit down with your team to discuss the 2022 new year, remember to be SMART about the goals you set.

At B STATE, we adapt to the ever-changing demands of the market. Book a call with us so we can discuss the best strategies for your business.

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