Set SMART Employee Objectives and OKRs to Achieve Organisational and Personal Development Goals
Employee objectives are powerful motivators for personal growth and maintaining organisational alignment. But we all know that their value is lost if they’re only discussed once a year during an annual review. At Appraisd, we make it easy to keep objectives top of mind, with regular updates and progress checks throughout the year, in line with your organisation’s performance management process.
Keep objectives top of mind with Appraisd’s dynamic approach
Appraisd’s flexible employee objective setting feature and easy-to-use progress updates mean that objectives stay relevant and top of mind throughout the performance management calendar.
But don’t just take our word for it
The experience of working with Appraisd has been very positive. When we were looking for a system that could facilitate V2MOMs, Appraisd was the closest to what we wanted. Creating a bespoke version of the system that met our needs has been a very positive an collaborative process.
The last few months have shown how important it is as an organisation to be agile and ready for change. Having Appraisd, and the support of their Customer Success team gives me the confidence to know that we’ll be ideally placed to evolve our performance management process, no matter what the future holds or where our employees are based.
Appraisd is a fantastic system that helps me manage my team’s performance and personal development plans. Setting quarterly OKRs has helped move them forward, maximising their potential and aligning them with our strategic business objectives.
Take a closer look at Appraisd’s employee objectives and goal setting features
- Create draft and confirmed objectives based on your internal sign-off process
- Split goals into objectives and personal development goals
- Create individual or shared objectives across groups, teams or the whole organisation
- Easily update the status of objectives using Appraisd’s suggested progress markers (not started, off-track, on-track, complete, no longer relevant), or, customise the options.
- Time and date-stamp updates to build an accurate record of progress throughout the year
- Pull objectives, and progress against them, into reviews within the Appraisd platform
Objective setting and OKRs resources
Learn more about setting objectives and OKRs with Appraisd’s resources.
Employee Objectives Frequently Asked Questions
What are performance management objectives?
Employee performance objectives are specific targets that employees are tasked with achieving within a certain time frame. These objectives should be related to various aspects of an employee's job, whether it’s personal sales targets, customer service goals, or project deadlines. They are aimed at improving employee performance, aligning individual contributions with organisational goals, and fostering growth. To learn more about performance objectives, check out our blog on this topic: https://www.appraisd.com/learn/what-are-performance-objectives.
How do you write performance management objectives?
Effective objective setting is a collective endeavour between the manager and their employees. The objective setting-discussion, and writing of objectives includes creating clear, measurable, and aligned goals that support both the employee's growth and the organisation's success. The Appraisd team has written a guide to preparing objectives and holding an effective objective-setting discussion. It’s free and you can download it here. Plus, check out our guide on do’s and don’ts when setting performance management objectives.
What is a SMART objective?
A SMART objective is a framework used to set clear and achievable goals. The acronym stands for:
- Specific – related to a particular person or team, and to a concrete task.
- Measurable – include a figure to act as a benchmark by that success can be judged.
- Achievable – not be dependent on other's performance for the individual to achieve so they have full control.
- Relevant – related to the current focus of the department or business, and the external environment.
- Timed – have a timescale for when it should be achieved, such as within three months.
You can read more about setting SMART objectives on our blog here: https://www.appraisd.com/blog/smart-objectives.
What examples are there of setting SMART objectives?
An example of a SMART objective could be:
- Sales-led: To increase monthly sales revenue by 10% over the next 3 months by improving the customer experience.
- Customer service-led: To improve customer satisfaction scores by 5% within 6 months by addressing customer complaints within 24 hours.
- Project management-led: To successfully launch the new software system by December 31st by managing a cross-departmental team and staying within the £100,000 project budget.
- Personal development-led: To complete a leadership development course by December 31st to improve management skills and take on more team leadership responsibilities.
To hear more about setting objectives, check out the Appraisd podcast episode on objectives and OKRs.
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