Five frameworks to help employees set goals

by | Jun 16, 2021 | Motivation , Training  | 0 comments

There are several frameworks that can be used as standards for setting, managing, and operating goals in a company.

The most effective way to introduce a framework is to consider what kind of business or department you want to use it in, and whether or not it needs to be shared throughout the company.

In this article, I will introduce five famous frameworks for goal setting, their features and merits, and useful tools for goal setting and management.

Five well-known frameworks

Setting goals is not just a matter of setting them. While working towards the goal, it is necessary to compare the achievement status with the schedule and take measures to improve the goal achievement rate.

In other words, the key point is how to operate and manage the system based on the goal setting.

Here, I will introduce the five frameworks that many companies have adopted for goal setting: SMART, MBO, OKR, KPI, and GROW.

1. Principles of SMART

SMART is one of the standard methods in goal setting frameworks. SMART is an acronym for the five words necessary for goal setting: Specific, Measurable, Achievable, Related and Time bound.

Each of these words means “goal specific,” “measurable,” “achievable,” “linked to the end goal,” and “time bound.

It is a method that can be used not only for setting personal goals but also for setting goals for teams and entire departments, and it emphasizes setting goals that satisfy these five elements.

2. MBO

MBO has been introduced by many companies and is a framework that is said to be the basis for goal setting. It has the characteristic of operating with the degree of goal achievement and personnel evaluation intertwined.

MBO is an acronym for “Management by Objectives,” and it is also used to motivate employees to set and manage their own goals.

Achievements, such as goal achievement, can be evaluated highly through appropriate personnel evaluations, and motivation to achieve the next goal can be increased.

As a result, it has the merit of improving the target achievement rate and clarifying the personnel evaluation standards.

3. OKR

OKR is an acronym for “Objectives and Key Results” and refers to a framework for goal setting that relates organizational goals to members’ goals.

It is a method that links both the goals and the indicators that measure the degree of goal achievement, and extracts the necessary elements to clarify what actions are needed now.

Goal setting must be done in such a way that achieving them will result in achieving the company’s goals.

OKR is characterized by the fact that the goal setting of the organization and the individual is linked, making it easier to grasp the vision of where the company wants to go in the future.

4. KPI

KPI is a framework for identifying what items need to be achieved in order to achieve the final goal and setting them as intermediate goals.

KPI is a framework for identifying what items need to be achieved in order to achieve the final goal and setting them as intermediate goals. It is called a “Key Performance Indicator” and has the feature of making it easier to grasp the progress by clearing the intermediate goals.

The key point is to set quantitative indicators that measure the status of achievement in numerical terms, and the advantage of this is that it clarifies the actions necessary to achieve the numerical targets.

5. GROW model

The GROW model is a framework derived from the initial letters of “Goal,” “Reality/Resource,” “Options,” and “Will.

The GROW model is often used in management and coaching by supervisors to guide their subordinates, and is useful for clarifying the gap between the current situation and the goal while formulating countermeasures.

The purpose is for the supervisor to provide feedback to the subordinate on resources, options, and ideas that can be utilized, and to encourage the subordinate to take voluntary action.

It can be said that it is a method that leads to growth not only by identifying elements that are lacking but also by making subordinates aware of strengths and abilities that they are not aware of.

Goalous to help you set goals

Goalous is a social networking goal management tool that can help you implement a goal setting framework.

Goalous is the only service that incorporates GKA, a unique goal management method based on OKR, into its SNS system. It is the only service that incorporates GKA into its social networking system.

Goalous makes it easy to visualize the goals of the entire team and share activities among members. This makes it easier to monitor the overall progress of the team.

If you want to know more about GKA, please refer to this page.

Goalous can be used not only for goal setting and management, but also as an internal SNS and personnel evaluation tool.

As communication becomes smoother, the speed of information sharing will improve, and it will also be possible to improve work efficiency.

It also has the advantage of helping to link goal management with personnel evaluation, so that subordinates can be evaluated appropriately.

If you are going to introduce a goal-setting framework, I highly recommend that you Goalous.

You can also use Goalous, Colorkrew the developer and operator of is also holding free seminars to help with goal setting, operations, and management. Colorkrew also holds free seminars to help people with goal setting, management and operations.

We hope that you will take advantage of this as a hint to help you get the most out of your goal setting and management.

Free seminar by Colorkrew, the developer of Goalous, is available at here.


For goal setting, it is important to consider what kind of framework to implement, including management and operation.

It is important to consider what kind of framework to introduce for goal setting, including management and operation, because the appropriate method differs depending on the purpose, such as whether you want to share it throughout the company or use it for personnel evaluation.

When introducing frameworks, it may be necessary to take measures against an increase in the burden of goal management work.

The introduction of tools and the creation of guidelines and manuals on how to use them should be included in order to make goal management a part of the employee’s work.