It’s goal-setting season again – time to rally the team and focus on what really matters in the year ahead. But in 2025, goal-setting isn’t just about hitting numbers; it’s about redefining success.
As business needs evolve and workforce priorities shift, managers are being called to embrace a more nuanced approach to setting goals. Businesses are moving faster than ever, inclusivity is reshaping employee relations, and well-being has become a top priority. Goals can no longer be static targets – they need to be adaptable, human-centered, and purpose-driven.
This means shifting the focus from merely meeting metrics to creating goals that drive growth, strengthen connections, and align with a bigger picture. When managers approach goals this way, they help their teams thrive in the face of change while keeping success meaningful and sustainable.
Support your managers in 2025 with these strategies for setting goals that evolve with change, embrace inclusivity, and build stronger, more connected teams.
1. Set Goals That Can Flex with Change
The rapid pace of change in today’s workplace demands adaptable goals. Rigid targets can quickly feel outdated or even demotivating as economic shifts and unexpected disruptions come up. Empower your managers to set flexible goals that can pivot with changing priorities, helping them navigate obstacles and seize new opportunities – all while staying aligned with a broader vision.
Here are a few ways to keep goals fluid:
- Anchor to the big picture:Tie goals to a long-term vision while staying ready to evolve tactics as circumstances shift.
- Measure with milestones: Regularly check progress to reassess priorities and fine-tune what’s working (or not).
- Have a plan B: Anticipate potential challenges and create backup strategies to stay on track.
Try this: Help managers stay ahead by using ‘lead indicators‘ – early signals that show if they’re on the right track. For example, if the goal is to roll out a new product, a lead indicator could be, “Prototype completed by Q2.” These early markers help teams course-correct before bigger issues arise, keeping goals on track without sacrificing productivity.
2. Make Goal-Setting an Inclusive Process
Leaders who practice inclusivity ensure every team member feels heard, valued, and empowered to contribute, no matter their background. By inviting diverse voices into the goal-setting process, they can increase buy-in, and cultivate a sense of ownership and accountability. This approach leads to a more cohesive team and better outcomes for the whole organization.
Here’s how to make your goal-setting process more inclusive:
- Invite diverse perspectives: Bring in people from all walks of life and make sure everyone has the opportunity to contribute.
- Make it clear: Create a clear purpose statement so everyone understands how their efforts align and stays accountable.
- Keep comms flowing: Share regular updates to keep folks engaged, and aware of how their work helps drive success.
- Try this: Encourage managers to model inclusive language during the goal-setting process. They can use inclusive statements and questions, like “This goal is a priority because…” and “Is there anyone we haven’t heard from yet?”
3. Align Goals with Growth & Purpose
When managers tie business goals to employee growth, they create more engaged teams with a deeper sense of purpose. Employees who see their goals as a chance to develop and contribute to something bigger are more invested in their work and motivated to succeed.
Here’s how to make goals more meaningful and purpose-driven:
- Link it up: Help employees see how their growth connects to the bigger company picture and how their individual contributions really matter.
- Offer upskilling opportunities: Provide chances for employees to grow professionally and build the skills they need to thrive now and in the future.
- Encourage continuous feedback: Keep the lines of communication open so employees always know how they’re progressing and how their work ties into the larger mission of the company.
Try this: Suggest managers use what we call the ‘3D Check‘ to create a shared team purpose statement. It’s a simple way to align on your “why,” connect work to the broader vision, and check for any missed opportunities for inclusion.
3D Check
- DO: What do we do?
- DELIVER: Who do we do it for?
- DREAM: Why do we do it?
Then, clarify what success looks like for both the individual and the team with a ‘Done Well Check.’ Managers ask:
- What does hitting this goal mean for the individual’s growth or career?
- How does this goal align with the employee’s values and contribute to their well-being and sense of purpose?
HR’s Role in 2025 Goal-Setting
As an HR leader, you’re the ultimate goal-setting coach. In 2025, your mission is to:
- Help managers set adaptable, inclusive goals that keep up with today’s fast-moving workplace.
- Guide them to tie goals to team purpose and the bigger company vision.
- Equip them with training and tools like our Strategic Thinking Workshop and our learning guide, Goal Setting That Works.
Let’s make 2025 the year of goals that truly matter – goals that are flexible, inclusive, and centered on the employee experience.
Ready to get started? Sign up for our Culture Club:High Impact Goal Setting mini-workshop on January 9th or January 21st and start setting goals that drive growth and success in the new year!
