3.2 Employee Goal Setting Toolkit

Employee Goal Setting Toolkit
What it does:
The Employee Goal Setting Toolkit contains step-by-step guidance and supporting resources to empower employees
to set effective goals.
How to Use it:

Provide employees with direct access to this suite of ready-to-use, self-service resources to help them set their own
goals.
Instructions:
1. Questions to Ask Your Direct Manager

Before you begin with the goal setting and alignment process, ask some of these questions to your direct manager to
develop your individual goals that align with the overall organizational objectives.
2. Goal Alignment Template

Use this template to develop and map your individual goals and success measures based on the Manager Goal
Communication Sheet you received in Step 3.1 and your initial conversation with your manager. Example of an
objective is included below.
3. S.M.A.R.T. Goal Checklist

While filling the Goal Alignment Template, use this checklist to verify whether the goals you have set are Specific,
Measurable, Attainable, Relevant, and Timely. S. M.A.R.T. goals ensure that managers and employees have mutual
understandings of expectations.
Post creating and reviewing your goals, share the final version of the Goal Alignment Template with your manager.
CEB Corporate Leadership Council

© 2015 CEB
QUESTIONS TO ASK YOUR DIRECT MANAGER
 How do you perceive the value-add of this function to the business?

 How well has the function delivered value in the past three years? Where has it succeeded and
where has it struggled?
 Where we have struggled to deliver value why do you think that is? Where we have succeeded what
are the drivers of our success?
 What are the short-term priorities of the business? Are any of these at risk?
 Where do you see the greatest potential for our function and my sub-function to support those
priorities?
 What are the long-term strategic objectives for the business?
 What do you view as being the key organizational drivers of success in achieving those objectives
(i.e. what does the organization need to get right in order to succeed)?
 Where do you see the greatest potential for our function and my sub-function to support those
priorities?
 How well does my function partner with other functions to deliver business outcomes? Is there a
greater need for us to collaborate more effectively with other parts of the business?
 What questions or concerns does the Board have about our function’s performance, if any?
 Are there specific issues or needs that you would like me to focus on in my first 90 days?
 Are there process, structure, technology or people issues in the function that you would like me to
pay particular attention to?
 What will success look like for me in the first year? What about in the first three years?
 Are there specific goals/MBOs you would like me to include?
 What are the right success metrics for those goals?
 Are there specific internal clients or stakeholders you would recommend I meet with as I consider my
goals and objectives?
 Are there external clients or other stakeholders I should meet with as I consider my goals and
objectives?
GOAL ALIGNMENT TEMPLATE
2015 INDIVIDUAL GOAL-SETTING
Employee Name
Position Title
Manager’s Name/Title
Objective setting is an important part of our performance management process. It is an opportunity for managers and
employees to clarify what’s expected, what associates are accountable for, and why it matters.
Using all the key business and functional objectives along with the managerial goals, employees can connect their work to
what’s important for the organization (e.g. Communicate the Big Picture).
Organization
Your Aligned Goal Goal Description Success Measures Timeframe Alignment
Objective
Enter the Identify your Mention the action Choose 1 to 3 Enter the Indicate how the
Organization objectives for the steps that you measures; where target date for goal aligns with
Objective upcoming year. need to take in possible, align your achieving the your manager’s
These should come order to achieve success measures goal. and senior
from core job the goal. to your manager’s leader’s goals.
accountabilities and senior leader’s
and/or specific success measures.
projects and
objectives.
Ex: People Ex: Expanding Ex: Improve the Ex: Track progress Ex: End of Q2
mentoring program by of mentoring by
acceptance implementing new using rating
concepts (Myers- process. Current at
Brigg, etc.). a “4” achieve “5”
level.
Approved by: _____________________ Date: ____________________
S.M.A.R.T. GOAL CHECKLIST

While goals are forward-facing and provide the company with the direction in which it will move, SMART goals, or
objectives, serve as mile markers along the road indicating progress and maintaining motivation.
Employees should follow the below checklist to set SMART goals to ensure that there are no gaps in understanding of
expectations.
Does the goal clearly define expectations in terms of actions and outcomes?
Specific Does the goal avoid generalities and use action verbs?
Is the goal results-based?

MeasurableDoes the goal define specific metrics (quantity, quality, timeliness, cost, etc.)that can be objectively measured?
Is the goal challenging, but within reason?

Does the employee have the skills and experiences necessary to achieve the goal?
Achievable Is achievement of the goal within the employee’s control?
Can the employee reasonably be expected to successfully complete the number of goals assigned?
Is the scope of the goals appropriate given the employee’s job responsibilities and level?
Relevant Does the goal clearly connect to departmental and/or organizational goals?
Does the employee understand how his/her goal contributes to the organization’s objectives?
Time Bound Does the goal specify a date or elapsed amount of time by when each goal needs to be completed?
Source: Latham, Gary P., and Edwin A. Locke, “Enhancing the Benefits and Overcoming the Pitfalls of Goal Setting,” Organizational Dynamics (2006); CEB analysis.
Things to Consider:
 Is the scope of the goals appropriate?

 Are there too few or too many goals?
 Are the measures practical or achievable?
 Do I have the skills needed to achieve the goals?
 Understand the components of SMART goals to
make goal achievement realistic

3.2 Employee Goal Setting Toolkit

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Employee Goal Setting Toolkit

How to Use it:

1. Questions to Ask Your Direct Manager

2. Goal Alignment Template

3. S.M.A.R.T. Goal Checklist

CEB Corporate Leadership Council

 How do you perceive the value-add of this function to the business?

Approved by: _ Date:

S.M.A.R.T. GOAL CHECKLIST

Is the goal results-based?

Is the goal challenging, but within reason?

 Is the scope of the goals appropriate?

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