Setting Clear Performance Goals: HR Best Practices

Why Clear Performance Goals Matter

Well-defined goals help:

• Employees understand expectations

• Managers provide objective feedback

• Organisations track progress meaningfully

Without clarity, performance discussions often become subjective and inconsistent.

HR’s Role in Goal Setting

HR should guide goal-setting processes by:

• Defining a common framework or format

• Ensuring goals align with organisational objectives

• Encouraging realistic and role-appropriate targets

HR’s involvement ensures consistency across teams and functions.

Characteristics of Effective Performance Goals

Performance goals should be:

• Clearly defined and specific

• Relevant to the employee’s role

• Measurable where possible

• Time-bound and achievable

HR can support managers by providing examples and review mechanisms.

Common Challenges HR Encounters

• Goals that are too broad or vague

• Overambitious targets disconnected from role scope

• Lack of mid-cycle reviews

• Changing priorities without goal updates

Addressing these issues improves both performance outcomes and employee confidence.

Conclusion

Setting clear performance goals is a foundational element of effective performance management. By supporting structured and transparent goal-setting practices, HR helps create fairness, clarity, and accountability across the organisation.

Part of HireDesk’s Performance & Development resources.