{"id":40468,"date":"2026-01-30T19:32:57","date_gmt":"2026-01-30T19:32:57","guid":{"rendered":"https:\/\/staging.totara.fortyapp.com\/articles\/a-simple-guide-to-setting-employee-performance-goals\/"},"modified":"2026-03-17T12:47:42","modified_gmt":"2026-03-17T12:47:42","slug":"a-simple-guide-to-setting-employee-performance-goals","status":"publish","type":"article","link":"https:\/\/staging.totara.fortyapp.com\/us\/articles\/a-simple-guide-to-setting-employee-performance-goals\/","title":{"rendered":"Your guide to setting employee performance goals in 2026"},"content":{"rendered":"\n
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A survey by McKinsey found that\u00a0<\/span>72% of employees cited goal-setting as a strong motivator for employee performance<\/span><\/a>; in other words, getting clarity on goals is key for driving both engagement and effort across the organisation. Another study revealed that\u00a0<\/span>when employee goals are aligned with both organisational and employee needs, employee performance increases by up to 22%<\/span><\/a>.\u00a0<\/span>\u00a0<\/span><\/p>\n

Performance goals should drive engagement, productivity and organisational success. Yet many organisations treat them as a tick-box exercise. Goals get set in January, then sit ignored until the annual review. By then, progress has stalled and employee motivation has faded.<\/span>\u00a0<\/span><\/p>\n

So, as L&D professionals, what can we do to ensure we set clear performance goals and maintain engagement with them throughout the year? \"\"In this post, we’ll guide you on how to set better goals for employees by establishing clear, achievable objectives and tying them with meaningful metrics for both the individual and the organisation.<\/span><\/p>\n

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