13 SMART Goals Examples for Employee Engagement

Navigating the world of employee engagement may be daunting, but utilizing the SMART method can provide a well-defined roadmap.

When it comes to boosting engagement, SMART goals can be transformative. They offer employees a clear understanding of what’s expected, fostering motivation and commitment.

This post dives into 13 SMART goals designed to improve employee engagement. From boosting communication to cultivating a learning culture, these goals will keep your team engaged.

These goals are an excellent place to start if you’re ready to take your employee engagement to new heights. Let’s dive in and explore how they can create a more motivated, productive, and satisfied workforce.

What is a SMART Goal?

The SMART framework is a powerful tool for crafting goals to boost employee engagement. In case you’re unfamiliar, SMART stands for Specific, Measurable, Attainable, Relevant, and Time-based.

Let’s delve deeper into each component:


The more detailed your goals, the higher your chances of accomplishing them. Vague or broad goals often lead to failure. For instance, if you want to enhance employee engagement, it’s not enough to simply state that.

You should question yourself: How can I boost engagement? Are there particular strategies or programs that I should consider? Becoming more precise gives you a clear roadmap to excellence.


Your goals need to be quantifiable to evaluate progress. In order to boost employee engagement, establish a measurable target like “increase employee satisfaction scores by 15% within 6 months.” That will surely give you a concrete metric to strive for.


Realistic goals are key to your company’s success. You can only expect to skyrocket employee engagement after a period of time. After all, you must have enough time and resources to reach your ambitious targets.


Ask yourself: “Why am I setting goals to improve employee engagement?” Maybe it’s to enhance productivity or reduce turnover. Setting relevant goals will fuel your motivation and help you persevere through challenges.


A robust time frame keeps you accountable and creates a sense of urgency. Without an end date, you risk never meeting your objectives. So make sure your goals are time-bound to remain on track. You’ll do everything necessary to achieve your dreams and aspirations.

13 SMART Goals Examples for Employee Engagement

Here are some examples of SMART goals for employee engagement:

1. Collect and Respond to Employee Feedback

“I will create and implement a system that allows employees to provide feedback, suggest improvements, and report issues during the next four months. I want to make sure all employees are heard and their opinions taken seriously.”

Specific: The goal is clear. The individual knows they must create a system allowing employees to provide feedback and report issues.

Measurable: Ensure the feedback system is in place and running smoothly in four months.

Attainable: This is absolutely doable if the system is not overly complex and requires minimal resources.

Relevant: The goal is appropriate for your desire to ensure employees are heard and their opinions are taken seriously.

Time-based: Goal attainment will be met over the course of four months.

2. Maintain a Positive Work Environment

“I’ll strive to create a positive work environment that inspires employees to contribute their best ideas and improve processes within two months. This will ensure that everyone is pulling in the same direction for a common mission of success.”

Specific: This SMART goal is explicit because it focuses on nurturing a positive work environment.

Measurable: You should track various metrics, such as employee satisfaction and productivity, to determine if a positive work environment is maintained.

Attainable: Promoting a positive workplace is achievable if the person invests time and effort.

Relevant: A positive environment is necessary for employees to be engaged and inspired in their work.

Time-based: Two months is the stipulated deadline to reach this statement.

3. Improve Internal Communication

“By the end of the quarter, I will improve employee communication initiatives by sending out a monthly internal newsletter and launching an anonymous feedback system so everyone can share their thoughts and ideas.”

Specific: The aim is to improve internal communication by sending a newsletter and launching an anonymous feedback system.

Measurable: You can determine the progress of the newsletter and feedback system’s launch.

Attainable: The goal is realistic and achievable with enough planning and time.

Relevant: Improving internal communication is important to running a successful business.

Time-based: You have a quarter (three months) to reach lasting success.

4. Support Career Growth Opportunities

“Within 5 months, I will provide opportunities for the professional growth of each employee. That could include workshops, on-the-job training, shadowing, or other experiences that allow employees to learn new skills and develop their career.”

Specific: This SMART statement is about helping employees develop their career opportunities.

Measurable: Success can be measured by how many employees have received opportunities and how much they benefited.

Attainable: Offering career growth opportunities is doable if resources are available.

Relevant: Professional skills and knowledge are essential to an employee’s success.

Time-based: There is a time frame of 5 months for the goal to be met.

5. Facilitate Team-Bonding Activities

“I’ll organize team-bonding activities every month to encourage collaboration and foster relationships between colleagues. I plan to host an event quarterly involving physical and mental activities, such as going to a museum or playing an escape room game.”

Specific: The goal is explicit because it outlines the frequency of team-bonding activities and details the activities involved.

Measurable: Track the frequency of team-bonding activities and colleagues’ engagement levels.

Attainable: This SMART goal is possible if you take the time to plan out each activity and make sure all employees can attend.

Relevant: Team building is an important part of any organization, promoting collaboration and better relationships among colleagues.

Time-based: Consider this an ongoing goal that you pursue monthly.

6. Boost Workplace Accountability

“I want to set up a system of accountability that encourages employees to take ownership of their work and be accountable for its quality. I hope to have this system rolled out over the 6 months ahead.”

Specific: This goal is about setting up a system of accountability in the workplace.

Measurable: The measurement criteria can be assessed by checking if the system has been implemented over 6 months.

Attainable: Establishing accountability is possible as long as it’s properly managed and monitored.

Relevant: A workplace accountability system will help boost the quality of employee work.

Time-based: The statement should be accomplished after 6 whole months.


7. Recognize Employee Achievements

“For 7 months, I’ll implement a recognition program that rewards employee achievements, like going above and beyond their job duties or completing projects in record time. That will help you foster a culture of appreciation in the workplace.”

Specific: This goal is clear and concise, stating what is expected of the program.

Measurable: The company could track the number of employees rewarded for their achievements.

Attainable: By working with human resources, it is feasible to develop a recognition program.

Relevant: Recognizing employee achievements is important for fostering a workplace appreciation culture.

Time-based: There is a 7-month timeline for accomplishing this goal.

8. Ensure Diversity and Inclusion

“By the end of 8 months, I will have a plan for recruiting and hiring focused on creating an equitable workplace. It will involve specific measures and initiatives to ensure that everyone is treated fairly and has the same opportunities for success.”

Specific: You plan to focus on recruiting and hiring for diversity and inclusion.

Measurable: You can measure the success of your initiative by the number of diverse hires.

Attainable: With proper planning and dedication, this is a goal you can reach in 8 months.

Relevant: It’s imperative to have a workplace that is inclusive and diverse.

Time-based: Eight months are required to form and implement your plan.

9. Promote Employee Well-Being

“I will initiate and promote activities in the workplace that encourage physical and mental well-being among employees. In four months, I want to see employees actively participating in activities like yoga, walking groups, and healthy potlucks.”

Specific: This statement involves initiating activities that promote physical and mental well-being.

Measurable: You can track the number of activities and if they are being actively participated in.

Attainable: This requires getting to know the interests of employees and organizing activities that suit them.

Relevant: Encouraging physical and mental wellness among employees is important for the company.

Time-based: Goal achievement should take place within four months.

10. Use Technology to Connect Employees

“I’ll use technology platforms to facilitate employee communication and collaboration after two months. I want to ensure that employees can access and use the technology to be connected.”

Specific: The individual wants to use technology platforms to facilitate employee communication and collaboration.

Measurable: You will ensure that employees can access and use the technology.

Attainable: This SMART goal is doable because the person has a specific timeline of two months.

Relevant: Using technology to connect employees is relevant because it reinforces collaboration and communication.

Time-based: The statement has a two-month timeline for success.

11. Conduct Performance Reviews

“To improve employee development, I will make sure each employee has a performance review every 6 months. These reviews should be conducted openly and honestly, allowing employees to voice their concerns.”

Specific: This outlines the task (conducting performance reviews), how often to do it (every 6 months), and what should be included in them (open, honest feedback).

Measurable: A performance review should be conducted every 6 months for each employee.

Attainable: Performance reviews are necessary for running any business, so this goal is definitely possible.

Relevant: Regular performance reviews provide an opportunity for two-way feedback, which can help to improve employee development.

Time-based: This is a reoccurring goal; reviews should be conducted every 6 months.

12. Encourage Open Dialogue

“I will foster an environment of open communication where employees feel safe to express their thoughts and opinions without any fear of judgment. To bring this to fruition, I’ll host team meetings every two weeks to discuss ideas and opinions without negativity.”

Specific: The aim is to create an atmosphere of open dialogue among the team.

Measurable: You could count the number of productive conversations at team meetings.

Attainable: Creating an atmosphere of open dialogue is a reasonable goal for any environment.

Relevant: The team can collaborate more effectively by building an open dialogue.

Time-based: Regular team meetings will be held to discuss ideas every two weeks.

13. Offer Flexible Working Options

“In order to foster a better work-life balance, I’ll promote flexible working options allowing employees to have their preferred schedule. I aim to offer all employees at least two different working options within 5 months.”

Specific: The goal details the objective, what will be done to achieve it, and the timeline.

Measurable: You could measure the number of flexible working options available and the number of employees who can access them.

Attainable: Providing flexible working options is possible in 5 months and makes the workplace more attractive.

Relevant: This statement is pertinent to promoting a better work-life balance for employees.

Time-based: There is a 5-month window for offering flexible working options.

Final Thoughts

Employing the SMART framework provides clarity and direction to employees and equips management with measurable outcomes to gauge progress effectively.

If you’re eager to reap these benefits, start today by integrating this approach into your organization’s goal-setting practice. Acknowledge that the beauty of SMART goals lies in their flexibility.

Feel free to tailor these examples to suit your unique needs and objectives, ensuring they resonate with your team and align with your business mission.

SMART goals are not just about ticking boxes; they’re about creating a supportive work environment empowering everyone to perform at their best. Harness its powers to set your organization on the path to greatness.

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Rei Shen

Rei is the founder of Success in Depth. Based in Washington, he graduated with a bachelor’s degree in Computer Science. He brings years of experience in goal setting to empower readers to reach their aspirations.