When I set my goals, I attach them to the business performance. I would in market research. I would on established business and new products. Each year, I have a goal to identify the product specifications for a new product that have an annual forecast of $X dollars. I somethings have a process goal to change a process to reduce cost by 2+% or decrease time by 5% or 3 days.

Do you want an increase in responsibilities? Or are you fine where you are?

Hi Tasha! I'd suggest taking a look at the responsibilities you do day-to-day and think, how could I do these faster or more effectively? Then apply that to your goal setting. I have a question: Does your boss share their goals?

One of the only large corporations that I worked for in the past had a great goal setting program - they started at the top. Smart (Specific, Measurable, Ambitious (yet attainable!), Relevant and Time-bound) goals where set by the CEO, then the executive management, then senior management then managers and then staff (in that order) I was in senior management at the time and I wrote my personal and team smart goals to match my leadership's goals - ain't in point in writing goals that don't help "power the ship" Once I had written the team goals (I didn't write the team goals in a vacuum, so it's better to say "after the team and I had written the team goals), then those goals where distributed to my team so they could write their personal goals to support where the team was headed. I encouraged everyone to write two or three SMART goals that supported the team goals and then one personal goal. So -- my advice to you is "ask you manager to share their goals or the goals of the company, so you can better shape your goals to align with what the company needs"