Goal Setting That Actually Works

Move beyond SMART goals to create meaningful objectives that drive performance and engagement.

Traditional goal-setting often falls short because it focuses on tasks instead of impact. A checklist might keep you busy, but if it doesn’t connect to outcomes that matter, it won’t move the needle for you or your team.

Beyond SMART Goals

SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) are a helpful starting point. They make goals concrete and trackable. But on their own, they can feel… flat. SMART goals tell you what to do, but not why it matters.

What SMART goals often miss:

• An emotional connection or sense of purpose
• Flexibility to adapt as priorities shift
• Emphasis on outcomes instead of activities
• Alignment with team and organizational objectives

A SMART goal might read: “Write 10 blog posts this quarter.” That’s clear, but uninspiring. Why are those posts important? What impact should they create?

Enter OKRs: Objectives and Key Results

Objectives and Key Results (OKRs) solve that problem by combining inspiration with accountability.

• Objectives: Qualitative, meaningful descriptions of what you want to achieve. They should be ambitious, energizing, and connected to purpose.
• Key Results: Quantitative measures that define how you’ll know you’re making progress. These should be specific and outcome-driven, not just activity checklists.

Example:

• Objective: Build a high-performing, engaged team
• Key Results:
  • Raise team engagement score from 7.2 → 8.5
  • Reduce voluntary turnover to under 5%
  • Achieve 95% completion rate on individual development goals

Notice how the objective provides direction and meaning, while the key results give clarity and accountability. Together, they’re both inspiring and measurable.

Why OKRs Work

• They link individual work to a bigger purpose.
• They encourage ambition — aiming higher than “achievable.”
• They create focus by limiting goals to what truly matters.
• They provide flexibility: if the path changes, the objective stays the same but the key results can shift.

Common OKR Mistakes to Avoid

Even though OKRs are powerful, they can go sideways if applied poorly. Here are some traps to watch for:

• Too many objectives: More than 3–4 objectives per team dilutes focus.
• Confusing activities with results: “Hold 10 training sessions” is an activity. A better key result is “Increase average skill assessment score from 70% to 85%.”
• Setting “safe” goals: OKRs should stretch your team. If you’re hitting 100% every time, you’re not aiming high enough.
• No follow-through: Writing OKRs is just the start. The real value comes from tracking and discussing them regularly.
• Lack of alignment: If your OKRs don’t tie into team or company objectives, they risk becoming busywork.

The best OKRs balance ambition with realism and stay connected to the outcomes that matter most.

Your Turn

Action Step: Take one of your current SMART goals and rewrite it as an OKR. Ask yourself: What’s the bigger outcome I’m really aiming for? Then define 2–3 key results that would prove progress. Track them for the next month and notice the difference in energy and clarity.

Why This Matters

At Sprutia, we believe great managers aren’t just task-setters — they’re outcome-shapers. Goals should be more than checkboxes; they should unlock growth, focus, and motivation across a team. By shifting from traditional goals to OKRs, you’re not just driving performance — you’re creating clarity, alignment, and purpose that scale beyond individual effort.

Better goals lead to better managers. Better managers lead to better teams. That’s the foundation of meaningful growth.