How to Set Goals in a Performance Review That Actually Stick

Vague goals rarely survive past the review meeting itself.

1. Make goals specific and measurable, not aspirational statements like "grow as a leader."
2. Set a realistic number of goals — 2-3 focused goals beat six that get forgotten.
3. Agree on how and when progress will be checked in, not just at the next annual review.
4. Connect each goal explicitly to why it matters for the person's growth, not just company needs.

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