Setting effective Objectives 

For each type of objective, we'll follow a structured approach by defining what the objective is, how to create it effectively, and why it matters. Clear objective-setting is crucial for success, ensuring that everyone understands the expected performance outcomes. Well-defined objectives also facilitate regular progress discussions and empower individuals to work independently toward shared goals.


Key principles: 

  • Define between 3 and 6 Objectives/Goals
  • Keep it concise - use bullet-point language
  • Clearly state the expected output and timeframe
  • Link the objective to the organisation’s broader mission (Company Obejective), showing its impact and purpose

Things to consider: 

  • Is it meaningful?
  • Is it a priority focus area?
  • Does it provide clear direction?'
  • Does it align to the wider team and organisational goals? 
  • Will it drive significant change?



Step by step guide to create effective Objectives


Step 1 - Define your 'What'


Your objective should be as clear and transparent as possible. If someone unfamiliar with your organisation read it, would they understand it? If so, you're on the right track.


Step 2 - Define your 'How' 


A simple way to ensure clarity in your Objectives is to follow SMART framework as  can: 


  • Provide clarity and structure
  • Ensures a clear vision of desired results
  • Establishes a deadline for accountability



1. Specific: Clearly state the aim. Use action verbs like "drive," "create," or "achieve". 

  • Example: "Increase NPS satisfaction scores..."


2. Measurable: Define how success will be assessed. Include clear metrics.

  • Example: "Increase NPS satisfaction scores by 10% from 56%."


3. Achievable: Consider whether the objective aligns with available skills, knowledge, mindset, and influence.


4. Realistic: Assess feasibility based on workload, team changes, and market pressures.


5. Time-bound: Specify an exact deadline to eliminate ambiguity.

  • Example: "Increase NPS satisfaction scores by 10% from 56% by Thursday, September 30, 2021."


Step 3 - Define your 'How' 


Enhance your objective’s purpose by adding "in order to..." at the end, this clarifies its impact on team or company goals.


  • Example: "Increase NPS satisfaction scores by 10 points from 56 by Thursday, September 25th 2025, in order to drive our company target of annual satisfaction scores >55 points."

 

 

Adding Milestones 

Once the objective is defined and assessed for feasibility, break it down into milestones—smaller, logical steps that track progress toward the final goal. These checkpoints help ensure alignment, assess quality, and anticipate challenges.


Benefits of Milestones

  • Breaks down large objectives into manageable steps.
  • Facilitates regular progress tracking and quality reviews.
  • Helps anticipate obstacles and plan accordingly.


How to Create Milestones

  1. Start with the final deadline and desired outcome.
  2. Identify logical breakpoints - work backward to set milestone delivery and review points.
  3. Ensure each milestone has a clear metric for success.


Example of Milestones


Objective: "Increase NPS satisfaction scores by 10 points from 56 by Tuesday, September 23rd 2025."


Milestones:


  1. June 1st: Conduct customer feedback survey to identify key pain points.
  2. June 15th: Implement first round of improvements based on survey insights.
  3. August 1st: Measure progress and adjust strategies accordingly.
  4. September 23rd: Final NPS survey and assessment.


By following these steps, objectives become clear, actionable, and achievable, ensuring alignment with broader organisational goals.



Discussing effective Objectives 

Working on Objectives collaboratively during 1:1s enables:


1. Managers and their direct reports to agree performance and development goals together

2. Use the GROW framework to support discussions

  • G: What do you want to achieve (Goal)? 
  • R: Where are you now (Reality)? 
  • O: Focus the discussion by establishing Obstacles blocking progress 
  • W: Creating actions to establish a Way forward


Closing an Objective during a 1:1


If you would like to discuss an Objective during a 1:1 session, simply click 'Add to 1:1 agenda' and it will automatically be added to your next 1:1 agenda. You can also close the Objective by scrolling down to the 'Way Forward' section, discuss your scores and any retrospective comments, then click 'Close Objective'. Once confirmed the Objective will then become 'Read only'. It will sit in the 'Closed' tab. 




How to track & update Objectives in OpenBlend 

How to track and update your own Objectives: 

  1. Simply click on 'Objectives' in your left-hand navigation or on your 'My Snapshot' tile
  2. On the 'Overview' page you will see your progress bar
  3. To update, slide the progress bar or enter a numerical value 
  4. Enter a comment to explain this progress update (optional)
  5. If you would like to discuss your progress in your next 1:1, add the Objective to your agenda




How to track and update your team's Objectives: 


  1. Simply click on 'Team Tools' in your left-hand navigation or navigate to the direct report whom you would like to view a specific Objective and click on 'Objectives in the top menu.
  2. From the 'Team Tools' page you can see a full overview of your team and individual team member Objectives progress



3. From the direct report view, you can view their Objectives and update progress as needed by sliding the progress bar or enter a numerical value.