Appraisal Objectives and Examples

An objective describes a result the role needs, not just an activity. Agree what will change, how you will know it happened, when it is due and what support is available. Check that the person has enough influence over the result.

“Improve communication” is too broad. “Send the weekly delivery update by Thursday afternoon, with risks, decisions and named action owners, for the next eight weeks” gives both people something to review.

Objective: resolve routine enquiries within the team’s agreed response window over the next quarter, while keeping complete case notes.

Measure: review a sample of closed cases each fortnight against the response window and notes checklist. Support: the manager will clarify which cases must be escalated.

Why it works: it balances speed with quality and acknowledges that complex enquiries may need another person’s decision.

Objective: complete the weekly stock reconciliation by midday Friday for the next twelve weeks and raise discrepancies on the day they are found.

Measure: the dated reconciliation log and discrepancy records. Support: access to the source reports and cover when the employee is absent.

Avoid making someone responsible for resolving every discrepancy if supplier or system changes are outside their control.

Objective: deliver the agreed first draft of the onboarding guide by 30 June, test it with two new starters and incorporate feedback by 15 July.

Measure: dated drafts and feedback notes. Support: one review session with the team lead each fortnight.

A review date matters when the scope changes. Agree how to reset the objective if the project’s inputs or priorities move.

Objective: hold a monthly development check-in with each direct report for the next quarter and record one agreed action after each conversation.

Measure: completed check-ins and actions reviewed at the following meeting. Support: protected time in the team schedule.

Completing meetings alone is not proof that support improved. Ask employees whether the actions helped and adjust the approach.

Use a small number of priorities that reflect the role. Too many objectives obscure the most important work. Explain the measure before the review period starts.

At the check-in, compare the result with the agreed expectation and discuss changed circumstances. If a target became unrealistic, record the change and the revised agreement rather than quietly rewriting history.

• Acas: setting fair, measurable objectives