Setting performance objectives for your employees and subsequently holding them to account for meeting those objectives can add great value to your business.

Having the discipline to consistently set and review performance objectives with your people takes some management time however the value will be well worth the energy expended.

A performance objective is a result, output or deliverable for which your employee is responsible. It describes what is expected and to what standard it should be delivered. The objective will contain measures to ascertain whether the objective has been achieved or not.

Performance objectives are important as they can:

  • Assist in driving your business performance and deliver your business plan

  • Support and substantiate pay review decisions

  • Provide a clear understanding of the employee’s role, responsibilities and expectations for you and your employee

  • Provide greater understanding to an employee of their value and contribution

  • Allow for constructive feedback to be given based on tangible outcomes

Performance objectives should be set for the most important work and don’t need to be in place for every task an employee is expected to perform. If your business has a business plan and you are focused on delivering that plan, then aligning your people’s performance objectives with your business plan will help you deliver it.

SMART objectives are a great framework for developing performance objectives. SMART objectives are:




Realistic and


Using the SMART objective methodology ensures that both you and your employee are clear on the performance expected. Your employee will have a greater chance of successfully performing their job and you will have a clear basis to measure their performance outcomes.

For more information on performance objectives and performance framework contact:

The HR Guy

M: 021 543 510


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