Work goals examples come in two kinds that the review treats differently, and most lists mix them up. Work performance goals, also called job performance goals, are the results the role must deliver in the period, and the rating is worked from them. Development goals for work are the skills or scope the person will grow into, set from the last review's outcome, and they shape the development plan rather than the rating. This page keeps them apart: it gives work performance goals examples and goals for work performance by the measure they are read from, explains what makes individual performance goals belong to one person rather than to a team, and gives development goals examples with the target each one still needs so it can be marked done.
Performance goals, by the measure they are read from
Read from a count: new accounts signed, tickets resolved, units processed, features shipped. Read from a rate or a share: retention, error rate, first-response time, receivables over sixty days. Read from a date: the module shipped, the process documented, the training completed, the month closed. Read from a score: customer satisfaction, audit result. Every work performance goal names its measure, and the measure is where the self-appraisal and the review will read the evidence. The free self-appraisal worksheet on this site works objectives set against objectives met from exactly those readings.
Individual goals versus the team's
An individual performance goal is one the person can deliver by their own work: their accounts, their tickets, their module. A team goal, the department's revenue or the product's release, belongs on a manager's record and not on an individual contributor's, because a contributor rated on a team result is rated on other people's work. Where a company wants everyone to carry a company goal, it is written as the person's share of it with their own measure, or it is left off the rating and discussed in the review as context. The self-appraisal is written against what the person could actually control.
Development goals, with a target each
Learn the second station: measured by sign-off by a date. Present to the client: measured by leading the quarterly review in the third quarter. Manage a project end to end: measured by the reporting module delivered with the employee as the named owner. Write procedures others use: measured by the collections document adopted by the new starter. Each is a skill or a scope with a target that says what done looks like, set from the last review's outcome and reviewed at the next. Reviewvo Pro keeps the development goals on the record beside the performance goals, so both are carried into the next cycle and neither is lost.
Questions people ask about work goals examples
What is the difference between work performance goals and development goals?
Performance goals are results the role must deliver in the period, and the rating is worked from them. Development goals are skills or scope the person will grow into, set from the review's outcome, and they shape the development plan.
Should an individual be rated on a team goal?
No. A contributor rated on the department's result is rated on other people's work. Write the person's share with their own measure, or discuss the team goal as context and leave it off the rating.
Do development goals need a target?
Yes: a date, a sign-off or a named deliverable that says what done looks like. A development goal without one is an intention, and intentions are not reviewed.