NHS Lanarkshire is sharing practical advice to support staff with setting clear, meaningful objectives as part of the Performance Development and Planning Review (PDPR) process.
Setting effective objectives plays an important role in supporting performance, development and wellbeing for all staff. Clear objectives help individuals understand what is expected of them, focus their efforts on what matters most, and see how their work contributes to wider team and organisational priorities.
PDPR provides a structured opportunity for staff and managers to have meaningful conversations about performance, development, career aspirations and future goals. Using a clear and consistent approach to objective setting can help make these conversations more focused, constructive and supportive.
Why objective setting matters
Well-defined objectives provide clarity and direction, helping staff focus their efforts on what matters most. They support motivation by giving people clear goals to work towards and a sense of progress as those goals are achieved.
Clear objectives also support accountability, ensuring expectations are understood and progress can be reviewed in a fair and consistent way. This makes it easier to recognise what is working well and to identify where additional support or development may be helpful.
When objectives are well set, they support better conversations, shared understanding and stronger alignment between individual roles and organisational priorities.
Using the SMART approach
One widely used approach to setting effective objectives is the SMART framework. This helps ensure objectives are clear, realistic and achievable alongside day-to-day pressures.
Objectives should be specific, measurable, achievable, relevant and time-bound. Using this approach can help make objectives more meaningful and easier to review throughout the year, rather than something revisited only at appraisal time.
PDPR as an ongoing conversation
PDPR is not a one-off event. It is designed to support ongoing conversations about performance, development and progress throughout the year. Objective setting should therefore be seen as a flexible process, with space to reflect, review and adjust objectives as roles, priorities or circumstances change.
Taking time to agree clear objectives helps create protected space for open and supportive discussions, ensuring staff feel confident, supported and clear about their contribution.
For support with Turas Appraisal, including objective setting, please get in touch at: turasappraisal@lanarkshire.scot.nhs.uk
