7 best goal-setting frameworks for managers

Clear, actionable goals align teams, drive performance and keep everyone working toward the same objectives.

Here are seven of the best goal-setting frameworks. Share them with your managers to help them lead effectively and support their teams' successes.

1. SMART goals

SMART goals are a classic framework for a reason. They are clear, actionable and easy to follow. SMART goals work like this:

• Specific: Clearly define the goal.
• Measurable: Include metrics to track progress.
• Achievable: Make sure the goal is realistic.
• Relevant: Align the goal with broader organizational objectives.
• Time-bound: Set a deadline for achievement.

SMART goals work well for individual and team objectives. Their clarity reduces ambiguity, making it easier for managers to track progress and hold team members accountable.

Pro tip for SMART goals: Pair SMART goals with a regular performance review process to ensure progress stays on track. For example, set weekly check-ins to track goal milestones.

2. OKRs

OKRs help managers focus on outcomes rather than tasks. The framework involves:

• Objectives: Ambitious, qualitative goals.
• Key results: Quantifiable outcomes that measure progress toward the objective.

Here’s an example of an OKR:

• Objective: Improve customer satisfaction
• Key results:some text
  • Increase net promoter score (NPS) from 70 to 80 within the next quarter.
  • Reduce average customer support response time from 3 hours to under 1 hour.
  • Achieve a customer satisfaction (CSAT) score of 95% or higher on post-service surveys.

OKRs are ideal for teams working in fast-paced environments. They encourage alignment and motivate employees with stretch goals.

Pro tip for OKRs: Keep objectives inspiring but realistic. Ensure key results are specific and measurable, like "increase website traffic by 25% within the next quarter."

3. BHAGs

BHAG stands for “big hairy audacious goal,” which means it’s all about thinking big. Focusing on long-term, bold goals that inspire teams, BHAGs are aspirational and meant to push boundaries.

• BHAG benefits: Inspires innovation and long-term vision.
• BHAG challenges: Can feel overwhelming without smaller milestones.

Because they might seem intimidating, breaking a BHAG into smaller milestones helps create steady progress. Managers can pair BHAGs with other frameworks, like SMART goals or OKRs, for day-to-day execution and regular measurement.

Pro tip for BHAGs: Break down a BHAG into SMART sub-goals. For example, if the BHAG is to "become the industry leader in customer satisfaction," a sub-goal might be to "achieve an NPS of 80 by year-end."

4. GROW model

The GROW model is a coaching framework often used for personal and professional development. Although less structured than other goal models, the GROW model is effective because it encourages self-reflection.

Here’s how the GROW model works:

• Goal: Define what the individual/team wants to achieve.
• Reality: Assess the current situation.
• Options: Explore potential solutions or pathways.
• Will: Commit to a specific course of action.

This framework works well in one-on-one settings, helping managers guide employees toward actionable solutions while fostering a growth mindset.

Pro tip for the GROW model: Use the GROW model in 1:1 meetings. For example, ask team members, "What’s one goal you'd like to achieve this quarter?" and guide them through each stage of the model.

5. FAST goals

FAST goals emphasize speed and adaptability. The acronym stands for:

• Frequent: Regularly reviewed goals.
• Ambitious: Challenging objectives to drive innovation.
• Specific: Clearly defined targets.
• Transparent: Goals are shared to create alignment.

FAST goals work in dynamic environments where flexibility is essential. Managers can quickly adjust FAST goals as priorities shift, making this framework highly relevant for agile teams. 

Caution: FAST goals can be more challenging to implement in rigid or hierarchical organizations.

Pro tip for FAST goals: Make FAST goals visible to the team using a shared dashboard.

6. CLEAR goals

Combining adaptability with a focus on emotional and team engagement, CLEAR goals focus on clarity and impact. CLEAR stands for:

• Collaborative: Encourage team involvement.
• Limited: Narrow in scope for better focus.
• Emotional: Inspire and motivate.
• Appreciable: Broken into smaller, manageable tasks.
• Refinable: Adaptable as circumstances change.

Managers looking to balance precision with adaptability often find setting CLEAR goals a valuable approach.

Pro tip for CLEAR goals: Involve the team in setting CLEAR goals to boost buy-in. For example, for a goal like "improve team communication," solicit team feedback to identify specific areas for improvement.

7. 90-day goals

The 90-day goal framework breaks the year into four actionable quarters. It’s based on the idea that long-term goals can feel overwhelming, while short-term goals keep teams focused and motivated.

Examples of 90-day goals:

• In Q1: Launch a new onboarding program.
• In Q2: Reduce employee turnover by 10%.

Pros: 90-day goals keep teams focused with manageable timeframes. The goal structure delivers quick wins.

Cons: Because of the narrow vision, 90-day goals may neglect long-term strategic goals.

Pro tip for 90-day goals: Start with a team brainstorming session each quarter. Set goals like "reduce customer onboarding time by 20% in Q1" and review progress at the end of each quarter to build momentum.

Choosing the right goal-setting framework

Not every framework suits every team. Before deciding which goal framework to use, managers should evaluate their teams’ needs, work environments and organizational objectives. Combining elements of different goal-setting frameworks can deliver the best results for many managers.

And remember, goal-setting is more than a management tool — it’s a way to inspire teams, drive alignment and generate measurable success. By understanding and implementing goal-setting frameworks, managers can build stronger, more focused teams ready to tackle challenges head-on.

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