Define the measure before setting the number
Choose an outcome relevant to the team, such as completing onboarding work or progressing qualified opportunities. State exactly which records count and which dates are used. Give the target an owner and a review rhythm. A measure that rewards raw activity can encourage the wrong behaviour, so pair volume with quality or completion evidence where that provides a fairer view.
Use reviews to decide what changes
Progress alerts should lead to a conversation about obstacles, resources or priorities. A missed target might reflect a changed market, incomplete records or a dependency outside the owner's control. Keep those explanations visible rather than adjusting definitions after the result is known. Where goals feed dashboards, use the same calculation and reporting period so different views do not contradict one another. Keep access and interpretation appropriate to staff responsibilities.