13 SMART Goals for Giving and Receiving Feedback

If you’re scouring the web for examples of SMART goals related to giving and receiving feedback, your quest ends here.

Frequently, it seems our to-do lists are growing at an alarming rate, which can make SMART goal setting appear daunting.

You may be experiencing a sense of time slipping away, leaving you uncertain about where to start, possibly due to a lack of well-defined examples.

But don’t worry; here’s a comprehensive list of 13 SMART goal examples for giving and receiving feedback that you can tweak to fit your needs and implement immediately.

From understanding the intent behind criticism to learning to give constructive feedback, these goals will allow you to establish boundaries and ensure effective communication.

What is a SMART Goal?

The SMART goal-setting approach can be an effective tool for facilitating constructive feedback. If you’re unfamiliar, SMART is an acronym for specific, measurable, attainable, relevant, and time-based.

Let’s dive deeper into each component of SMART:


The more precise your feedback goals, the higher the chances of reaching them. Ambiguous goals often lead to missteps. For instance, if you want to improve team communication, it’s not specific enough.

How will you strengthen your communication skills? Are there any certain tools or training you’re considering? Being more precise will provide a clear path to your desired outcome.


It’s crucial to have some metrics to assess your feedback goals. This allows you to verify if you’re making progress or not.

For example, if your goal involves improving team communication, make it quantifiable, such as “increase team meeting participation by 30% within the next quarter.” With a defined target, you can track progress more effectively.


Be realistic when establishing feedback goals. Using the previous example, boosting team communication won’t happen overnight. It would be best if you had sufficient time and resources to drive this significant change. Otherwise, you’d be setting yourself up for failure.


Recognize that establishing relevant goals will fuel your motivation, helping you persist even during challenging times.

You should ideally reflect on why you’re creating these feedback objectives in the first place. From fostering a positive workplace or enhancing overall productivity, be clear on your motives.


Set a timeline to remain accountable on the path toward successful feedback. Without a deadline, you risk derailing your goal achievement. So avoid this pitfall by ensuring your feedback goals are always time-bound.

13 SMART Goals for Giving and Receiving Feedback

Below are 13 SMART goals examples for giving and receiving feedback:

1. Be Open and Honest

“For three months, I’ll strive to be open and honest when providing feedback to others. I plan to practice giving thoughtful feedback to become better at it and to take a step back to reflect on my feedback before giving it.”

Specific: This is explicit because the person has identified a clear goal of becoming more open and honest when giving feedback.

Measurable: During the three months, track how often you are open and honest with people.

Attainable: This is a reasonable goal for oneself, provided one tries to be honest and open with others.

Relevant: Honesty and openness in communication are essential for feedback and collaboration.

Time-based: You have a three-month timeline for goal completion.

2. Listen Carefully

“I want to improve my active listening skills over the two months ahead. By focusing more intently on the feedback I receive, I aim to respond more effectively and make necessary adjustments to my work.”

Specific: The goal pinpoints enhancing active listening skills for better response and adjustment to feedback.

Measurable: Progress can be gauged by observing improvements in understanding and applying feedback.

Attainable: By focusing intently on feedback and practicing listening exercises, this can be achieved.

Relevant: Active listening is crucial for receiving feedback effectively, making it pertinent to personal and professional development.

Time-based: A precise timeline of two months has been established for success.

3. Respond Constructively

“I’ll strive to respond constructively to feedback, improving my emotional intelligence and enhancing my working relationships. In the next three months, I will aim to reduce any defensive reactions to feedback and instead engage in a productive discussion.”

Specific: The SMART goal clearly outlines the intent to engage with feedback more constructively.

Measurable: Evaluate progress through self-reflection, as well as feedback from colleagues and superiors.

Attainable: This is feasible as it’s possible to boost emotional intelligence and response to feedback over time.

Relevant: It’s relevant to the individual’s ability to leverage feedback and improve team dynamics.

Time-based: A three-month timeline is in place for accomplishing this particular goal.

4. Make it a Two-Way Conversation

“Over the next month, my goal is to encourage each team member to give me feedback on my leadership style and performance in our weekly one-on-one meetings. Plus, I’ll provide them with respectful feedback to help them improve and grow in their roles.”

Specific: The plan is to create an open dialogue for feedback within the team.

Measurable: Ensure feedback will be gained and provided in weekly one-on-one meetings.

Attainable: This is achievable as it involves a relatively simple change in communication style and meeting structure.

Relevant: This is pertinent because it helps the leader improve and fosters an environment where team members feel valued and heard.

Time-based: The SMART goal will be accomplished over the following month.

5. Provide Evidence and Examples

“To ensure effective and constructive feedback, I will offer specific examples or evidence during each feedback session with my team members within the next four weeks.”

Specific: The statement mentions precisely what needs to be done—providing evidence and examples during feedback sessions.

Measurable: You should count the number of sessions where examples or evidence were provided.

Attainable: Providing specific examples or evidence during feedback is doable with proper preparation.

Relevant: This directly relates to enhancing the quality and effectiveness of feedback, thereby improving overall team performance.

Time-based: Completion of this SMART goal requires four whole weeks.

6. Don’t Take It Personally

“I hope to separate the feedback from my self-worth and view it as an opportunity to learn and grow. I want to achieve this perspective shift by the end of four months.”

Specific: This emphasizes the need to separate personal worth from feedback received, promoting growth.

Measurable: Make sure you observe a decrease in defensiveness during feedback sessions.

Attainable: This can be accomplished through self-awareness and emotional intelligence exercises.

Relevant: The goal is suitable as it promotes a healthy approach to receiving feedback.

Time-based: There is a three-month end date for meeting lasting success.

7. Show Respect for the Other Person

“I’ll show respect for my colleagues by respecting their ideas and feedback, not interrupting when they speak, and expressing appreciation for their contributions. I will consciously incorporate this behavior into my daily interactions within two months.”

be respectful

Specific: The goal clearly outlines the respectful behaviors to be exhibited (avoiding interruptions and expressing appreciation).

Measurable: The frequency of respectful interactions can be tallied and assessed.

Attainable: Cultivating respectful behaviors is entirely achievable with conscious effort.

Relevant: Showing respect for others fosters a positive and productive work environment.

Time-based: You’ll incorporate these behaviors into your interactions over two months.

8. Speak Face-to-Face Where Possible

“I will prioritize face-to-face communication for feedback sessions in the next 5 weeks. In cases where this is not possible, I plan to use video calls instead of emails or messages.”

Specific: The goal outlines the exact steps: conduct feedback sessions in person or via video calls.

Measurable: Keep a record of all the face-to-face or video call conversations weekly.

Attainable: Given the availability of technology and assuming physical proximity, this SMART goal is achievable.

Relevant: This is directly related to enhancing communication in feedback sessions.

Time-based: You should anticipate goal achievement after 5 weeks.

9. Don’t Make Assumptions

“The individual will actively seek to clarify misunderstood instructions or feedback within a week of receiving it rather than making assumptions. This will be done by asking direct questions to the person providing the feedback.”

Specific: Ask for clarification on any misunderstood feedback after a week of receiving it.

Measurable: You can note each instance you ask for clarity instead of making assumptions.

Attainable: The person should be able to ask for clarification within the given time frame, making this goal realistic.

Relevant: Pursuing this goal reduces miscommunication, leading to more effective feedback.

Time-based: One week to seek clarification ensures this goal will be timely addressed.

10. Avoid Labels and Judgments

“I will actively strive to avoid labeling or passing judgments when giving or receiving feedback over the next three months. I will practice this by consciously checking myself during conversations and reflecting on my responses at the end of each day.”

Specific: You’ll avoid labeling and passing judgments during feedback sessions.

Measurable: You can keep track of progress by reflecting on your responses at the end of every day.

Attainable: With conscious effort, self-awareness, and practice, this goal is absolutely doable.

Relevant: This pertains to improving the quality of the feedback process, promoting an open and respectful dialogue.

Time-based: The person will develop this habit over the three months ahead.

11. Focus on Solutions Instead of Problems

“I’ll focus on finding solutions to the problems I encounter in my project rather than dwelling on the problems themselves. For each challenge that arises within 6 months, I will spend at least 30 minutes brainstorming potential solutions.”

Specific: The goal is well-defined. The person knows they need to focus on solutions, not problems.

Measurable: You will spend 30 minutes brainstorming for each problem that arises.

Attainable: This is definitely feasible, given the right mindset and resources.

Relevant: The goal aligns with the individual’s responsibility to overcome project challenges.

Time-based: The statement will be pursued over a span of 6 whole months.

12. Learn From Your Mistakes

“I commit to actively learning from my mistakes by setting aside 30 minutes each week to reflect on my errors and devise a plan of action for improvement.”

Specific: This is specific to understanding and learning from personal mistakes.

Measurable: The half-hour weekly reflection provides a quantifiable aspect of this goal.

Attainable: Provided time and commitment, this goal is achievable for anyone willing to learn and grow.

Relevant: Regular introspection and learning from mistakes are crucial for anyone aiming to improve their performance using feedback.

Time-based: The goal is time-specific, requiring 30 minutes weekly for reflection and planning.

13. Follow Up With Written Notes

“After each feedback session, I want to summarize the key points discussed within 24 hours. That will help me reflect on the feedback and provide a record to refer back to in the future.”

Specific: The goal is centered around recording key points from feedback sessions in written form.

Measurable: You could determine the completion of written notes after every session.

Attainable: Writing notes is a reasonable task requiring a little more time and sincerity.

Relevant: Notes serve as a valuable reference for future improvement and ensure that feedback isn’t forgotten.

Time-based: Your notes should be completed within 24 hours of each feedback session.

Final Thoughts

Setting SMART goals for the feedback process can drastically elevate its effectiveness. This leads to conversations that are productive and yield better results.

These goals serve multiple purposes. They enhance communication, nurture respect, and encourage learning. Each of these elements is a cornerstone for both personal and professional development.

But it’s crucial to remember that reaching these goals requires practice and commitment. Consistency is your best friend on this journey.

And never forget that feedback isn’t a one-way road—it involves giving as much as receiving. Dedicate enough time and effort; you will see noticeable breakthroughs in your feedback abilities.

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