f you’ve worked with SMART goals before, you’ll know they’re great for setting clear, measurable objectives. But in fast-paced, team-based environments, a more flexible approach can make all the difference. That’s where FAST goals come in – a goal-setting method designed for speed, visibility, and collaboration.
FAST stands for:
This method helps teams stay aligned and responsive as priorities shift—whether you’re setting recruitment goals, managing team performance, or focusing on professional development.
FAST stands for:
- Frequent discussions
- Ambitious
- Specific
- Transparent.
This method helps teams stay aligned and responsive as priorities shift—whether you’re setting recruitment goals, managing team performance, or focusing on professional development.
HR FAST goals vs. HR SMART goals
How to integrate FAST and SMART goals for HR
Goal setting in the workplace isn’t just about setting goals—it’s about aligning people with purpose, increasing engagement, and driving performance. Whether you’ve done it yourself or helped a manager with it, you know how important it is. Both SMART and FAST goals are valuable on their own, but combining them can deliver even better results.
Here’s how and why it works.
Start with SMART for structure
The SMART framework helps you get really clear on what you want to achieve. By setting goals that are specific, measurable, achievable, relevant, and time-bound, you create a solid foundation. This is especially useful for performance reviews, recruitment targets, onboarding timelines, or professional development planning.
For example:
“Reduce time-to-hire by 20% by Q3” is a classic SMART goal; it’s focused, measurable, and deadline-driven.
Apply FAST goal setting to make goals dynamic
Once you’ve defined the SMART goal, bring it to life using FAST goals methodology. That means:
- Frequent discussions: Schedule regular check-ins with your HR team or your HR manager to review progress and adjust goals as needed.
- Ambitious: Push your HR team and yourself to go beyond the bare minimum to achieve your goals.
- Specific: Always keep your HR goals clear and actionable to help measure progress and deliver results.
- Transparent: Share it openly with key stakeholders to boost collaboration and accountability.
So, instead of setting a goal and checking in once a year, you’re creating space for regular feedback, iteration, and alignment.
Why this hybrid approach works for HR
Integrating SMART and FAST goals gives HR professionals a flexible and focused way to manage goals across a range of areas – from employee engagement to training and retention. Some of the biggest benefits include:
- Improved performance tracking: HR SMART goals make it easy to measure progress; HR FAST keeps things visible and responsive. Together, they help HR stay on top of what’s working and what needs to change.
- Increased employee engagement: Employees are more motivated when their goals are both clearly defined and regularly discussed. FAST goal setting creates a rhythm of recognition, support, and accountability.
- Relevant, responsive goals: In HR, priorities shift constantly, whether it’s adapting to new tech, compliance updates, or workforce planning needs. A blended approach lets you stay structured without becoming rigid.
A real-world example of HR SMART and HR FAST goals combined
Let’s say you’re leading a project to improve onboarding:
- SMART goal: “Reduce new hire onboarding time by 25% within the next six months.”
- FAST in action: You hold monthly check-ins to assess progress and invite feedback from managers and new hires. Afterward, you adjust your onboarding process based on what you learn and share updates with your wider HR team.
The result? A clear target, but also a process that’s agile, collaborative, and continuously improving.
Want to set clearer, more agile goals? Our free FAST goals template helps you structure goals around frequent check-ins, ambitious targets, specific outcomes, and transparent communication. Download it to get started with goal setting that keeps your team aligned and adaptable.
👉🏻 GET Free HR FAST goals template
How to write FAST goals for HR in 5 steps
🔷 Step 1: Identify key business priorities
Start by understanding your organization’s current goals and challenges. Are you focused on improving retention? Reducing time-to-hire? Enhancing employee experience? Pinpointing what matters most to the business ensures your HR goals are aligned and meaningful.
🔷 Step 2: Draft clear, specific goals for individuals and teams
Using the FAST goals methodology, begin by writing goals that are specific and easy to understand. Avoid vague language. Each goal should state exactly what needs to be achieved and by whom. This brings focus and helps teams know what success looks like.
🔷 Step 3: Set ambitious targets that stretch performance
FAST goal setting encourages you to aim high. Set goals that push your team or department to go beyond the norm, whether it’s launching a new initiative, improving metrics, or developing new skills. Just make sure the ambition is balanced with realistic support.
🔷 Step 4: Make goals visible to everyone in the company
Visibility is a core part of FAST goals. Share your goals across teams and departments to create alignment and accountability. When people can see what others are working toward, it builds trust and encourages collaboration.
🔷 Step 5: Schedule regular reviews and feedback
Unlike traditional annual goals, FAST goals are designed to be reviewed frequently. Build regular check-ins into your calendar to assess progress, adjust plans if needed, and celebrate wins. This keeps goals relevant and top of mind.
Anyone can be successful with goals, and I can help with that. Check out the Implementing OKR System Course Master Objectives & Key Results
