The process of goal setting during a performance appraisal

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The success of the performance appraisal process depends on how well goals have been set at the beginning of the year. The goal setting process, while simple, requires input from multiple stakeholders and due diligence.

In this section, we will cover expert tips on how to properly set employee performance goals for performance reviews.

Team involvement in goal setting
Setting goals for performance appraisal should be a collaborative effort. While president email list your role as a manager or team leader is crucial, you should also include your team in the process.

Here are some tips to get you started:

Start by evaluating each employee's performance and identify areas for improvement.
Ask them about their professional development goals, motivations and preferred career paths.
Discuss the key areas you both agree need to work on in the coming year, including learning new skills.
Set clear goals and objectives that each team member must meet before the end of the year.
Create SMART goals to achieve your long-term goal with ClickUp's annual goals template
Download this template
Create SMART goals to achieve your long-term goal with ClickUp's annual goals template

If any of your team members are new to setting goals for performance reviews, you can suggest using ClickUp’s Annual Goals Template . Ideal for beginners, this template helps you identify your ideal future and what you want to achieve.

The document template allows you to set and track your annual goals, both for your personal life and for your work. The template can:

Help you decide what measurable goals to pursue throughout the year
Guide you on how to set realistic and achievable goals
Make it easy to break down big goals into smaller, more manageable tasks
Allow you to quickly visualize and adjust goals as needed