How can you set effective goals after a performance review?

1 What are SMART goals?

SMART is an acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-bound. SMART goals are clear, realistic, and trackable, making them easier to follow and evaluate. To set SMART goals after a performance review, you need to define precisely what you want to achieve and why. You must also identify how you will measure progress and success using quantifiable and verifiable indicators. Additionally, assess your resources and capabilities to set challenging yet attainable goals. Make sure your goals align with your manager's expectations, your team's objectives, and your organization's vision. Lastly, establish a deadline or timeline for each goal and break it down into smaller milestones.

2 What are OKRs?

OKR stands for Objectives and Key Results – a goal-setting method that helps align goals with organizational strategy, communicate them clearly, and track them regularly. After a performance review, you need to write down your objectives – the outcomes you want to achieve, using inspirational and aspirational language – and list your key results – the metrics for measuring progress and success, using specific and measurable terms. Each key result should be assigned a score or percentage to indicate how confident you are that it will be achieved. Finally, review and update your OKRs every quarter and share them with your manager and peers.

3 How to use feedback loops?

A feedback loop is a process that allows you to collect and act on feedback from your manager, your colleagues, and yourself. This process can help you monitor your performance, identify areas for improvement, and adjust your goals accordingly. To use feedback loops after a performance review, it's important to ask for feedback from your manager and colleagues regularly, using open-ended questions and constructive criticism. Additionally, you should give feedback to yourself by using self-assessment tools and reflection exercises. Furthermore, analyze the feedback you receive with data and evidence to support your conclusions. Then, implement the feedback with action plans and follow-up steps. Lastly, evaluate the impact of the feedback with feedback surveys and performance indicators.

4 How to balance your goals?

Balancing your goals is essential to staying motivated, focused, and flexible. To do this after a performance review, you should prioritize your goals based on criteria such as urgency, importance, and feasibility. Additionally, diversifying your goals by using categories such as skills, knowledge, and behaviors will help you achieve a well-rounded balance. Adapting your goals by taking feedback, changes, and opportunities into account can also help you modify your plans. Celebrating your goals with rewards, recognition, and gratitude is a great way to acknowledge your achievements.

5 How to communicate your goals?

Communicating your goals is essential for gaining support, guidance, and accountability. After a performance review, you should discuss your goals with your manager in a goal-setting meeting or one-on-one session. You should also update your team with a team meeting or status report. Additionally, showcasing your goals to your network with a portfolio or social media post can help demonstrate your skills and achievements.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?