Business objectives: How to set them (with 5 examples and a template)

As anyone who played rec league sports in the ’90s might remember, being on a team for some reason required you to sell knockoff candy bars to raise funds. Every season, my biggest customer was always me. Some kids went door-to-door, some set up outside local businesses, some sent boxes to their parents’ jobs—I just used my allowance to buy a few for myself.

Aside from initiative, what my approach lacked was a plan, a goal, and accountability. A lot to ask of an unmotivated nine-year-old, I know, but 100% required for anyone who runs an actual business.

Business objectives help companies avoid my pitfalls by laying the groundwork for all the above so they can pursue achievable growth.

Table of contents:

• What are business objectives?

• The benefits of setting business objectives

• How to set business objectives

• Examples of business objectives and goals

• Business objective template

• Tips for achieving business objectives

What are business objectives?

Business objectives are specific, written steps that guide company growth in measurable terms. A good business objective is concise, actionable, and assigned definite metrics for tracking progress and measuring success. Coming up with effective objectives requires a strong understanding of:

• What you want the company to achieve

• How you can measure success

• Which players are involved in driving success

• The timelines needed to plan, initiate, and implement steps

• How you can improve or better support business processes, personnel, logistics, and management 

• How, if successful, these actions can be integrated sustainably going forward

Business objectives vs. goals

Where a business objective is an actionable step taken to make improvements toward growth, a business goal is the specific high-level growth an objective helps a company reach. Business objectives are often used interchangeably with business goals, but an objective is in service of a goal. 

Here’s what that breakdown could have looked like for nine-year-old me selling candy for my little league team: 

• Business objective: I will increase my sales output by learning and implementing point-of-sale conversion frameworks. I’ll measure success by comparing week-over-week sales growth to median sales across players on my baseball team.

• Business goal: I will sell more candy bars than anyone on my team and earn the grand prize: a team party at Pizza Hut.

The benefits of setting business objectives

You might think it’s good enough to continue working status quo toward your goals, but as the cliche goes, good enough usually isn’t. Establishing and following defined, actionable steps through business objectives can:

• Help establish clear roadmaps: You can translate your objectives into time-sensitive sequences to chart your path toward growth.

• Set groundwork for culture: Clear objectives should reflect the culture you envision, and, in turn, they should help guide your team to foster it.

• Influence talent acquisition: Once you know your objectives, you can use them to find the people with the specific skills and experiences needed to actualize them.

• Encourage teamwork: People work together better when they know what they’re working toward.

• Promote sound leadership: Clear objectives give leaders opportunities to get the resources they need.

• Establish accountability: By measuring progress, you can see where errors and inefficiencies come from.

• Drive productivity: The endgame of an objective is to make individual team members and processes more effective.

How to set business objectives

Setting business objectives takes a thoughtful, top-to-bottom approach. At every level of your business—whether you’re a massive candy corporation or one kid selling chocolate almond bars door-to-door—there are improvements to make, steps to take, and players with stakes (or in my case, bats) in the game.

1. Establish clear goals

You can’t hit a home run without a fence, and you can’t reach a goal without setting it. Before you start brainstorming your objectives, you need to know what your objectives will help you work toward.

Analytical tactics like a SWOT analysis and goal-setting frameworks like SMART can be extremely useful at this stage, as you’ll need to be specific about what you want to achieve and honest about what is achievable. Here are a few example goals:

• Increase total revenue by 25% over the next two years

• Reduce production costs by 10% by the end of the year

• Provide health insurance for employees by next fiscal year

• Grow design department to 10+ employees this year

• Reach 100k Instagram followers ahead of new product launch

• Implement full rebrand before new partnership announcement

Once you have these goals in place, you can establish individual objectives that position your company to reach them.

2. Set a baseline

Like a field manager before a game, you’ve got to set your baselines. (Very niche pun, I know.) With a definite goal in mind, the only way to know your progress is to know where you’re starting from. 

If you want to increase conversions on a specific link by X percent, look beyond current conversion percentage to the myriad factors going into it. Log the page traffic, clicks, ad performance, time on page, bounce rate, and other engagement metrics historically to this point. Your objectives will dig deeper into that one outcome to address deficiencies in the sales funnel, so every figure is important.

Analyzing your baselines could also help you recalibrate your goals. You may have decided abstractly that you want conversion rates to double in six months, but is that really possible? If your measurables show there’s potentially a heavier lift involved than you expected, you can always roll back the goal performance or expand the timeline.

3. Involve players at all levels in the conversation

Too often, the most important people are left out of conversations about goals and objectives. The more levels of complexity and oversight, the more important it is to hear from everyone—yet the more likely it is that some will be excluded.

Let’s say you want to reduce overhead by 5% over the next two years for your sporting goods manufacturing outfit. At a high level, your team finds you can reduce production costs by using cheaper materials for baseball gloves. A member of your sales team points out that the reduction in quality, which your brand is famous for, could lead to losses that offset those savings. Meanwhile, a factory representative points out that replacing outdated machines would be expensive initially but would increase efficiency, reduce defects, and cut maintenance costs, breaking even in four years.

By involving various teams at multiple levels, you find it’s worth it to extend timelines from two to four years. Your overhead reduction may be lower than 5% by year two but should be much higher than that by year four based on these changes.

The takeaway from this pretty crude example is that it’s helpful to make sure every team that touches anything related to your objective gets consulted. They should give valuable, practical input thanks to their boots- (or cleats-) on-the-ground experience.

4. Define measurable outcomes

An objective should be exactly that. Using KPIs (key performance indicators) to apply a level of objectivity to your action steps allows you to measure their progress and success over time and either adapt as you go along or stay the course.

How do you know if your specific objectives are leading to increased web traffic, or if that’s just natural (or even incidental) growth? How do you know if your recruiting efforts lead to better candidates, or whether your employees are actually more satisfied? Here are a few examples of measurable outcomes to show proof:

• Percentage change (15% overall increase in revenue)

• Goal number (10,000 subscribers)

• Success range (five to 10 new clients)

• Clear change (new company name)

• Executable action (weekly newsletter launch)

Your objectives should have specific, measurable outcomes. It’s not enough to have a better product, be more efficient, or have more brand awareness. Your objective should be provable and grounded in data.

5. Outline a roadmap with a schedule

You’ve got your organizational goals defined, logged your baselines, sourced objectives from across your company, and know your metrics for defining success. Now it’s time to set an actionable plan you can execute.

Your objectives roadmap should include all involved team members and departments and clear timelines for reaching milestones. Within your objectives, set action items with deadlines to stay on track, along with corresponding progress markers. For the objective of “increase lead conversion efficiency by 10%,” that could look like:

• May 15: Begin time logging 

• June 1: Register team members for productivity seminar

• June 15: Integrate Trello for managing processes

• June 15: Audit time log

• July 1: Implement lead automation

• August 1: Audit time log—goal efficiency increase of 5%

6. Integrate successful changes

You’ve successfully achieved your objectives—great! But as Yogi Berra famously said, “It ain’t over till it’s over,” and it ain’t over yet. 

Don’t let this win be a one-off accomplishment. Berra also said “You can observe a lot by just watching,” and applying what you observed from this process will help you continue growing your company. Take what worked, and integrate it into your business processes for sustainable improvement. Then create new objectives, so you can continue the cycle.

Examples of business objectives and goals

Business objectives aren’t collated plans or complicated flowcharts—they’re short, impactful statements that are easy to memorize and communicate. There are four basic components every business objective should have: 

• A growth-oriented intention (improve efficiency)

• One or more actions (implement monthly training sessions)

• A measurement for success (20% increase)

• A timeline to reach success (by end of year)

Business objective template

Business objectives can be as simple as one action or as complex as a multi-year roadmap—but they should be able to fall into a clear, actionable framework.

Tips for achieving business objectives

Calling your shot to the left centerfield wall and hitting a ball over that wall are two different things—the same goes for setting an objective and actualizing it.

• Start with clear, attainable goals: Objectives should position your business to reach broader growth goals, so start by establishing those.

• Align decisions with objectives: Once you set objectives, they should inform other decisions. Decision-makers should think about how changes they make along the way affect their objectives’ timelines and execution.

• Stick to the schedule or adjust it: Schedules should propel change, not rush it. Work toward meeting milestones and deadlines, but understand that they can always be moved if complications or new priorities arise. Remember, it’s ok to fall short on goals.

• Listen to team members at all levels: Those most affected by organizational changes can be the ones with the least say in the matter. Great ideas and insights can come from any level—even if they’re only tangentially related to an outcome.

• Implement automation: Automation keeps systems running smoothly—business objectives are no exception. Make a plan to bring no-code automation into workflows with Zapier to move your work forward, faster.

What makes business objectives so useful is that they can help you build a plan with defined steps to reach obtainable growth goals. As (one more time) Yogi Berra also once said, “You’ve got to be very careful if you don’t know where you are going, because you might not get there.” 

As you outline your objectives, here are some guides that can help you find KPIs and improvement opportunities:

• How to conduct your own market research survey

• 6 customer satisfaction metrics to start measuring

• Streamline work across departments with automation

• Measuring SaaS success: 5 essential product-led growth metrics to track

For this year’s summer swimwear line, we will increase sales by 15% over last year’s line through customer relationship marketing. We will execute distinct email campaigns by segmenting last year’s summer swimwear customers and this year’s spring casualwear customers and offering season-long discount codes.

Our SaaS product’s implementation team will grow to five during the next fiscal year. This will require us to submit a budget proposal by the end of the quarter and look into restructured growth tracks, new job posting templates, and revised role descriptions by the start of next fiscal year.

We will increase customer satisfaction for our mobile app product demonstrably by the end of the year by integrating a new AI chatbot feature. To measure the change in customer satisfaction, we will monitor ratings in the app store, specifically looking for decreases in rates of negative reviews by 5%-10%  as well as increases in overall positive reviews by 5%-10%.

Each of our water filtration systems will achieve NSF certification ahead of the launch of our rebranding campaign. Our product team will establish a checklist of changes necessary for meeting certification requirements and communicate timelines to the marketing team.

HR will implement bi-annual performance reviews starting next year. Review timelines will be built into scheduling software, and HR will automate email reminders to managers to communicate to their teams.