The Goal-Setting Framework Every Manager Should Use (+ PDF)
Let’s be real—goal setting probably isn’t your favorite part of managing.
It’s not flashy. It doesn’t come with applause. And honestly, it often gets pushed to “later” (aka… never).
But when it comes to onboarding? Goal setting is one of the most valuable tools in your toolkit.
Because when a new hire doesn’t have goals, they don’t have direction. And when they don’t have direction, they stall—or worse, they wander. That’s when performance gets murky and feedback gets hard.
So if you’ve ever thought, “I don’t even know where to start with setting goals”—this one’s for you.
The Simple Framework: Role, Personal, Professional
I teach a 3-part goal setting method that’s fast, flexible, and works for any level of hire. Here’s how it breaks down:
1. Role Goals – What They Were Hired To Do
These are directly tied to their job description, the team’s success, and the outcomes they’re responsible for.
Think: measurable, relevant, time-bound. Yes, I’m talking about SMART goals.
Example: “Draft and present 3 monthly email campaign reports by the 25th of each month.”
This isn’t about busywork—it’s about clarity.
2. Personal Goals – Who They’re Becoming
What’s something they want to get better at? Maybe it’s improving presentations. Or learning to lead meetings with more confidence.
Early on, you may not know enough to help here—and that’s okay. As you observe them, you’ll start to see opportunities for growth that are meaningful to them.
Example: “Enroll in a speaking course by end of Q1 to improve visibility in team meetings.”
3. Professional Goals – Where They’re Headed
These zoom out to career growth: mentorship, stretch projects, certifications, or long-term aspirations.
This is where you get to ask, “Where do you want to be in two or five years?” And then help them build the stepping stones.
Example: “Attend one industry conference and present team takeaways by year-end.”
When you weave all three goal types into your onboarding, you’re telling your new hire: We see you as more than a role. We’re invested in your growth.
Need Help Getting Started? Use the Templates
If goal setting still feels daunting, don’t worry—I’ve got you.
The downloadable PDF from this lesson includes:
A SMART goals cheat sheet
Goal examples by experience level (entry, mid, senior)
Plug-and-play templates you can edit for your team
Use them. Tweak them. Make them your own.
Just don’t skip them.
Goal Setting Is a Conversation, Not a Checkbox
Goals shouldn’t be a one-and-done thing. They’re part of your ongoing relationship with this person.
They come up in one-on-ones. They get adjusted as roles shift. They give you a way to coach instead of just correct.
And let’s be honest—giving feedback is 1,000 times easier when you have goals to refer back to.
So don’t overthink it. Start small. Get them on paper. And revisit them often.
Because when you set meaningful goals, you’re not just helping your employee perform. You’re helping them belong.
WHAT THIS MEANS FOR HR MANAGERS
HR leaders—this is where you help managers move from reactive to strategic.
Goal setting is more than a form to file. It’s the structure that underpins performance, accountability, and growth. But most managers haven’t been trained on how to do it well—especially for new hires.
So here’s your move:
Provide the templates.
Normalize the 3-part framework (role, personal, professional).
Encourage managers to revisit goals in their 1:1s.
Remind them: when goal setting is thoughtful, feedback feels less like judgment and more like support.
The ROI? Better engagement, clearer development paths, and a workplace where people grow—not just grind.
WANT MORE STRATEGIES LIKE THIS?
Contact me about my course Better Onboarding for Managers—a practical, manager-friendly guide to giving new hires the start they deserve.
Because great onboarding isn’t just a checklist—it’s leadership.
About The Author
For the past two decades, Cecilia Gorman has helped advertising agencies and other creatively-minded companies fix costly communication and productivity issues by teaching managers how to become better connectors, motivators, and leaders.
Cecilia is the author of Always Believe In Better, creator of the digital learning course for managers—Manager Boot Camp, and co-founder of the global training and support community for working women—Empowership.
Interested in growing your skills as a manager? Check out how Manager Boot Camp might help.
