You set your goals in January. By July, the company has restructured, a project has been cancelled and your role has shifted. Are you stuck with the old goals? No. Changing goals mid-year is normal and often necessary. The key is to do it for the right reasons and in the open.
Good reasons to change a goal
- Company priorities have changed. A goal tied to a cancelled project is no longer relevant.
- Your role has changed. New responsibilities need new goals.
- The goal was wrong from the start. Better information shows it was unrealistic or pointless.
- Circumstances beyond your control. Budget cuts, market shifts or major personal events.
- You have already achieved it. Early success is a reason to set a new target. See what to do after achieving a goal.
Poor reasons to change a goal
- It has become harder than expected but is still relevant.
- You are behind and want to avoid a poor rating.
- Something more interesting has come along.
In these cases, it is usually better to replan how you will achieve the goal than to change the goal itself.
Did you know? In a classic 1976 study, organisational psychologist Barry Staw found that people who felt personally responsible for a failing decision tended to invest more in it, a pattern known as "escalation of commitment". Sticking with an outdated goal just because you set it is a version of the same trap.
How to raise it with your manager
- Bring evidence. Explain what has changed and how it affects the goal.
- Propose a replacement. Do not just drop the goal; suggest a revised or new one.
- Keep a record. Agree the change in writing so your review reflects the updated goals.
- Do it promptly. Raise it as soon as you know, not at the end of the year.
Adjusting instead of replacing
Often a full replacement is not needed. You can:
- Change the deadline if timing has shifted.
- Adjust the target if the baseline changed.
- Narrow the scope to what is still achievable and relevant.
Build flexibility in from the start
Quarterly goal reviews make mid-year changes routine rather than awkward. See how often to review your work goals. If your role is naturally unpredictable, see goals when your job is unpredictable.
The bottom line
You can and should change goals when priorities, roles or circumstances genuinely change. Raise it early, bring evidence, propose a replacement and document it. Do not change goals just because they got hard. Our Business Planning and Goal Setting course shows how to build review points into any plan.