In two previous posts about goal setting, we talked about the Six Ingredients of a Goal and You Cannot Do A Goal — You Can Do Activities. Today, I’d like to share ideas about using a goal setting form with your team. 

Where do you begin? Start by gathering objective results from the previous production numbers. Objective results may include reliable standards, performance benchmarks, previous results, and numbers. It should not include subjective opinions. Use the following list to be certain you’re ready before setting goals.

The Goal Checklist Should:

• Have clear, trackable objectives.
• Be clearly defined activities.
• Have a measurable result.
• Have time limits.
• Be challenging, but not impossible.
• Consider conditions, aiding and hindering.

Using A Goal Form

• Complete the objective criteria and previous results boxes.
• Analyze, through observable behavior, activities that will influence the outcome; however, don’t complete the activities section.
• Calculate realistic objective improvements, but don’t fill in the goal box.
• Set a period to begin, review, and end the goal, then fill in the blanks.
• Set a time to review the goal privately with each team member.
• Put the team member at ease by explaining the purpose is to help them improve; this is not corrective action or punishment.
• Ask the team member for their realistic goals for each objective. If it’s unrealistic, direct them to a more realistic goal.
• Review each type of activity and ask the team member what activities they will complete to hit the goal. They don’t have to have an activity for every category; however, you may direct them in any activity you deem necessary. Clearly define the activities with action verbs, such as: increase, decrease, add, stop, create, organize, improve, design, etc.
(download form with example)

How To Use This Plan Daily

(Use examples shown in the download for the following bullet points)
• Let’s say 14.3 widgets are needed per day, or 1.78 per hour, to reach the goal of 300 for the month. Is it being done? If so, what activities can be repeated?  If not, what activities need to be adjusted? If the team member is behind the goal, how many widgets are needed daily to be on pace?
• Is the team member following company procedures?
• Have they limited extra rest breaks? How are they doing it? What behaviors should be reinforced, or what activities need adjusted?
• Are they communicating with others? Do they need help?
• Are they asking for help? Find out where they need help, with who, about what, when, how, and why.
• Is there a parts shortage? If so, does the goal need adjusted?

This is the team member’s goal, not yours. Have them complete the activities section of the goal form. Regardless how much direction you have given – they should embrace the goals as their own. With this in mind, the more they participate in goal setting, and the less you control it, the better.


Let’s make this happen.

Example Goal Setting Form

Team Member: _____________ Today’s Date: ______________Goal Begins: ________________
Review Dates: ______  _______  ______  ______Ends: _______________________________

Previous Results _____________________________________________________________

New Goal__________________________________________________________________

Action Plan

Activities to continue
Activities to stop
Activities to improve
Activities to add
Other activities
Aiding and/or hindering conditions


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