The best examples of SMART goals in performance reviews: 3 examples that actually work

Start with real examples of SMART goals in performance reviews

Let’s skip the theory and go straight to what you probably searched for: clear, specific examples of SMART goals in performance reviews that you can copy, tweak, and use.

Below are three fully written goals, each in a different context: individual contributor, manager, and cross-functional collaborator. After that, we’ll unpack why they work and build out more examples you can borrow.

Example 1: SMART performance review goal for an individual contributor

This first example of a SMART goal fits roles like analyst, coordinator, specialist, or any professional whose work is a mix of independent tasks and collaboration.

Goal: Increase monthly customer satisfaction scores for my support tickets from an average of 4.2 to 4.6 (out of 5) by the end of Q3, by adopting the new support playbook, reducing my average first-response time from 4 hours to 2 hours, and requesting feedback from at least 10 customers per month.

Why this works as one of the better examples of SMART goals in performance reviews:

• Specific – It names the metric (customer satisfaction score), the behaviors (use playbook, faster response, ask for feedback), and the scope (my tickets).
• Measurable – It uses numbers: 4.2 → 4.6 rating, 4 hours → 2 hours, 10 customers per month.
• Achievable – It’s a stretch, but not “go from worst to best in a month.”
• Relevant – Tied directly to customer experience, which almost every company cares about.
• Time-bound – Deadline: end of Q3.

You can adjust this for other jobs. For example:

Marketing variation: Increase email campaign click-through rate from 3% to 4.5% by the end of Q2 by A/B testing subject lines on every weekly campaign and implementing at least two winning variants per month.

Operations variation: Reduce order processing errors from 3% to 1.5% by December 31 by using the new checklist process on 100% of orders and reviewing error reports weekly.

These variations are still real examples of SMART goals in performance reviews because they tie directly to outcomes your manager cares about.

Example 2: SMART performance review goal for a manager or team lead

Managers often get stuck with vague goals like “be a better leader” or “improve team performance.” Let’s turn that into something you can actually track.

Goal: Improve team engagement survey scores for “I receive useful feedback from my manager” from 68% favorable to 78% favorable by the next annual survey by holding monthly 1:1s with each direct report, providing at least one piece of specific performance feedback in every 1:1, and documenting follow-up actions in our HR system.

Why this belongs on a list of best examples of SMART goals in performance reviews for managers:

• It focuses on one leadership behavior: feedback.
• The metric (engagement survey item) already exists in many companies.
• It defines the cadence (monthly 1:1s) and the behavior (specific feedback and follow-ups).

You can reshape this into other leadership-focused SMART goals. For instance:

Coaching variation: By June 30, conduct at least two structured coaching sessions with each team member focused on their top development area, and track progress using a shared development plan document.

Performance variation: Increase the percentage of team members meeting or exceeding performance expectations from 70% to 85% by year end by setting 1–2 SMART goals with each person by February 15 and reviewing progress at least quarterly.

These are practical examples of SMART goals in performance reviews because they’re tied to specific behaviors and outcomes, not just “be better.”

Example 3: SMART goal for cross-functional collaboration and influence

In many 2024–2025 job descriptions, you’ll see phrases like “work cross-functionally” and “influence without authority.” That needs to show up in your goals, too.

Here’s a SMART performance review goal example focused on cross-functional work:

Goal: Lead a cross-functional project with Sales, Marketing, and Product to reduce average sales cycle length from 45 days to 38 days by December 31 by mapping the current process, identifying three bottlenecks by April 30, piloting at least two process changes by August 31, and reporting monthly progress to stakeholders.

Why this stands out among real examples of SMART goals in performance reviews:

• It’s tied to a business outcome (shorter sales cycle, faster revenue).
• It names the departments involved.
• It lays out milestones and dates.

You can adapt this to your world:

IT variation: Partner with Finance and HR to reduce average ticket resolution time for payroll issues from 3 days to 1.5 days by October 31 by implementing a shared triage system and weekly review of open tickets.

HR variation: Collaborate with three department heads to increase completion of mandatory training from 82% to 95% by September 30 by sending targeted reminders, adding a monthly completion dashboard, and recognizing teams that reach 100%.

More concrete examples of SMART goals in performance reviews by theme

Now that you’ve seen three detailed examples of SMART goals in performance reviews, let’s widen the lens. Below are additional, ready-to-use goals grouped by theme: productivity, quality, learning, and relationships.

Productivity and efficiency SMART goals

Productivity goals are everywhere in performance reviews, especially with hybrid and remote work. The key is to avoid “work harder” and instead define work smarter.

Here are some real examples of SMART goals in performance reviews focused on productivity:

Example – Knowledge worker: By June 30, reduce time spent on recurring weekly reports from 6 hours to 3 hours by automating data pulls using our BI tool and creating a reusable report template, while maintaining current accuracy levels.

Example – Project coordinator: Deliver 90% of assigned projects on or before deadline this year (up from 70% last year) by using standardized project plans, confirming timelines with stakeholders at kickoff, and reviewing status with my manager every two weeks.

Trends for 2024–2025: Many companies are leaning into data and automation skills in performance reviews. Learning to use tools like BI dashboards or AI assistants often shows up as a SMART performance goal example because it directly supports efficiency.

For instance:

Digital tools example: By October 31, complete the company’s approved training on our AI productivity tools and apply them to at least three recurring tasks (e.g., drafting customer emails, summarizing meeting notes, organizing data), reducing time spent on those tasks by 25%.

Quality, accuracy, and risk reduction SMART goals

Quality goals are common in roles like finance, healthcare, engineering, and operations. They’re also a good fit if your work has compliance or risk implications.

Some examples of SMART goals in performance reviews centered on quality:

Example – Finance/Accounting: Reduce monthly reconciliation errors from an average of 5 per month to 1 per month by year end by implementing a two-step review checklist, using automated variance alerts, and completing the company’s internal controls training by March 31.

Example – Healthcare or clinical setting: Increase documentation completeness in patient records from 88% to 96% by September 30 by using the updated checklist for every visit and participating in the monthly peer-review process.

If you work in a regulated environment, you can often tie your goals to external standards or best practices. For example, healthcare professionals might align documentation goals with guidance from organizations like the National Institutes of Health or Mayo Clinic, while HR teams might refer to guidance from agencies like the U.S. Equal Employment Opportunity Commission.

Learning, upskilling, and career growth SMART goals

In 2024–2025, many companies are explicitly asking employees to set learning and development goals. These can absolutely be SMART performance review goals—they just need to be more specific than “learn more about data.”

Here are a few examples of SMART goals in performance reviews focused on growth:

Example – Data and analytics: By November 30, complete an intermediate Excel or data analysis course from an accredited provider (such as a university extension program or a platform recommended by our L&D team), and apply at least three new techniques (pivot tables, VLOOKUP/XLOOKUP, basic dashboards) to my monthly reporting.

Example – Leadership: By the end of Q4, participate in the company’s leadership development program, practice at least two learned techniques (e.g., structured 1:1s, delegation frameworks) with my team, and document outcomes from at least three situations where I used those techniques.

Example – Communication: Improve clarity and impact of my written communication by completing a business writing course by June 30 and reducing requested revisions on my reports and proposals by 30% compared to last year.

If you want inspiration for credible courses, universities like Harvard Extension School and other .edu providers often publish online options that can be referenced in your development plans.

Relationship-building and collaboration SMART goals

Soft skills are harder to quantify, but they still belong in performance reviews. The trick is to measure behaviors and outcomes, not personality.

Below are a few examples of SMART goals in performance reviews that emphasize relationships and collaboration:

Example – Cross-team collaboration: By December 31, build stronger collaboration with the Sales team by attending at least one Sales team meeting per month, setting up a shared Slack channel for questions, and achieving a 20% reduction in back-and-forth emails on deal approvals.

Example – Stakeholder management: Increase stakeholder satisfaction with my project communications from 3.5 to 4.3 (out of 5) on post-project surveys by Q4 by sending biweekly status updates, clarifying decisions and risks in writing, and holding a 15-minute debrief meeting at project close.

Example – Internal networking: Meet with at least 10 colleagues from other departments by September 30 to understand their goals and pain points, and identify at least three opportunities where my team can better support them.

These might not look like traditional “hard metric” goals, but they’re still measurable and time-bound. That’s what keeps them in the category of best examples of SMART goals in performance reviews rather than fluffy wishes.

How to turn almost any task into a SMART performance review goal

Once you’ve seen enough examples of SMART goals in performance reviews, a pattern emerges. You can turn almost any responsibility into a SMART goal by answering five quick questions:

• What exactly will I improve or deliver? (Be concrete.)
• How will we measure success? (Numbers, ratings, counts, deadlines.)
• Is this realistic given my workload and authority?
• Why does this matter to my team or company?
• When will it be done or reviewed?

Let’s say your manager says, “You should work on being more proactive.” That’s vague. You might turn it into something like:

By June 30, proactively identify and propose solutions for at least five process issues affecting our team by documenting each issue, suggesting at least one solution, and discussing them in our monthly team meeting.

Same feedback, but now it’s a SMART performance review goal example with a measurable output.

2024–2025 trends shaping SMART goals in performance reviews

When you’re writing goals now, it helps to know what’s showing up in current performance systems and corporate priorities.

Some trends influencing examples of SMART goals in performance reviews today:

• Hybrid and remote work: Goals increasingly include communication norms, meeting effectiveness, and use of collaboration tools.
• Well-being and sustainability of performance: Many organizations are recognizing that burned-out employees don’t perform well. You might see goals linked to workload management or using vacation time appropriately, often guided by research from organizations like the National Institutes of Health on stress and health.
• DEI and inclusive behaviors: Goals often include mentoring, inclusive hiring practices, or participation in employee resource groups.
• Data literacy and AI adoption: Employees are being asked to use data and AI tools responsibly, which can easily be written as SMART goals (e.g., training completion, specific use cases, measurable improvements).

You don’t need to chase every trend. Instead, pick 2–4 SMART goals that honestly reflect your role and what your manager cares about this year.

FAQ: SMART goals and performance reviews

What are good examples of SMART goals in performance reviews for someone new to a role?

If you’re new, lean into learning and clarity. For example:

Within my first 90 days, meet with at least 8 key stakeholders to understand their expectations, document my top 10 recurring responsibilities, and agree on 3 SMART goals with my manager by the end of month three.

This is a simple example of a SMART goal that builds a foundation without pretending you already know everything.

How many SMART goals should I have in my performance review?

Most people do well with 3–5 SMART goals. More than that, and they become a checklist you ignore. Fewer than three, and your review can feel too narrow. Many HR teams and organizations (including large employers and universities) recommend a small set of focused goals rather than a long wish list.

Can you give an example of a SMART goal for improving communication?

Yes. Here’s a practical example of a communication-focused SMART goal:

By September 30, improve the clarity of my project updates by sending a concise written summary after every major meeting, and reduce follow-up clarification emails from stakeholders by 25% compared to the previous quarter.

It’s specific, measurable, and clearly tied to your day-to-day work.

Are SMART goals only for corporate office jobs?

Not at all. You can find examples of SMART goals in performance reviews in retail, manufacturing, healthcare, education, and public service. For instance, a teacher might set a SMART goal around student engagement metrics, while a nurse might set one around patient education or discharge preparation.

What if my manager gives me very vague goals?

Treat their goal as a starting point and rewrite it as a SMART goal. Then bring it back to them and say, “Here’s how I translated that into something measurable—does this match what you had in mind?” Most managers appreciate when employees take that initiative, and it often leads to clearer expectations on both sides.

If you take nothing else from all these examples of SMART goals in performance reviews: 3 examples and beyond, remember this: a good goal is one you can look at six months from now and say, without debate, “Yes, I did that,” or “No, I didn’t.”

Use the examples here as templates, swap in your own metrics and timelines, and you’ll walk into your next performance review with goals that are specific, grounded, and actually useful—for you and your manager.