Designed for professionals, managers, and team leads who want to set clear, achievable career objectives and performance goals.
Universal template for all types of SMART goals
Career objectives and workplace performance goals
Academic success and skill development goals
Campaign KPIs and measurable marketing objectives
Health, finance, and life improvement goals
Increase quarterly sales revenue from $250,000 to $325,000 (30% growth) by implementing a new customer relationship management system and conducting weekly team training sessions, to be achieved by Q4 2025.
Earn the Project Management Professional (PMP) certification by completing 35 hours of project management education, studying 10 hours per week, and passing the exam by June 30, 2025, to advance my career and increase my project management capabilities.
Improve team productivity by 25% as measured by project completion rates, by implementing agile methodologies, conducting bi-weekly one-on-ones with all 8 team members, and establishing clear performance metrics by the end of Q2 2025.
"Improve at work" is too vague. Say "increase sales 20%" or "earn PMP certification." Name exactly what you're doing and why it matters to your career.
Use concrete numbers: revenue, project completion %, customer satisfaction scores, certifications earned. If you can't measure it, you can't track whether it's working.
Consider your actual workload, budget, and support. Stretch yourself, but don't set goals that require resources you don't have or skills you can't realistically build in the timeframe.
Does this goal help your career AND your company? If it only serves you or only serves the business, motivation will fade. Best goals align both.
Tie deadlines to business cycles — quarters, performance reviews, fiscal year ends. Break annual goals into quarterly checkpoints so you catch problems early.
Check your company's quarterly OKRs and find where your role connects. If the company wants 15% better customer retention, your goal might be cutting support response time from 24 to 12 hours. Check in with your manager quarterly to make sure you're still aligned.
3-5 goals per quarter is plenty. More than that and you're spreading yourself too thin. Pick the ones with the biggest impact and focus there. Quality beats quantity.
Set goals with your manager at the start of the review period. Check progress at mid-year with actual numbers. At year-end, show concrete results tied to your measurable criteria. This makes reviews way less awkward — you've got data, not opinions.
