The Manager’s Playbook: 7 Performance Goals That Actually Get Results
Performance Goals for Managers: Make Them Work for You
If you want your managers (or yourself!) to perform at their best, set goals that actually move the needle. The right goals push teams forward, improve culture, and drive results. Here’s where to focus:
🔥 Communication – Keep things open and honest. Create a feedback-friendly culture where your team feels heard and trusts leadership.
🔹SMART Goal: Implement biweekly 1:1 check-ins with each team member to discuss goals, challenges, and feedback, starting next month.
⚖ Conflict Resolution – Don’t let problems fester! Encourage managers to tackle conflicts early, stay neutral, and build team unity before tensions rise.
🔹 SMART Goal: Resolve at least 90% of reported team conflicts within five business days by facilitating structured mediation sessions.
🎯 Hiring & Retention – Focus on smarter hiring, lower turnover, and internal growth. Make sure managers know how to attract the right people and keep them engaged.
🔹SMART Goal: Reduce team turnover by 15% over the next year by improving onboarding processes and implementing stay interviews every quarter.
💡 Creativity – Encourage risk-taking and new ideas. Regular brainstorming sessions and rewarding innovation can lead to game-changing improvements.
🔹 SMART Goal: Hold one team brainstorming session per month and implement at least two employee-suggested process improvements per quarter.
📈 Productivity – Track performance with clear metrics. Set goals around efficiency, offer development programs, and create a work environment that supports high performance without burnout.
🔹 SMART Goal: Increase team productivity by 10% within six months by streamlining workflows and reducing unnecessary meetings by 25%.
🚀 Leadership – Keep growing! Set leadership development goals that improve communication, celebrate wins, and inspire the team to do their best work.
🔹 SMART Goal: Complete one leadership training program and mentor at least one junior team member within the next six months.
🤝 Teamwork – Strengthen collaboration with regular team-building, cross-department projects, and a culture where working together isn’t just encouraged—it’s expected.
🔹 SMART Goal: Organize one cross-departmental collaboration project per quarter to improve teamwork and company-wide alignment.
How to Measure Success
Performance vs. Development Goals: Performance goals are employer-driven (think KPIs and targets), while development goals help employees grow (like skill-building). Managers need both!
Performance vs. Learning Goals: Performance goals focus on results, while learning goals help newer employees gain skills. Know the difference so you can set the right expectations.
Tracking Progress: Hard numbers (like sales or retention rates) are easy to measure. For softer skills (like leadership and communication), use surveys or employee feedback to check progress.
Bottom line: Set goals that matter, track them, and adjust as needed. When managers grow, so does the business! 🚀
What goals are you struggling to define? Let us help.