Objectives Agreement (Zielvereinbarung)
A Zielvereinbarung is a written agreement between employer and employee setting specific, measurable performance objectives for a defined period—usually 6 or 12 months. Unlike a job description, it targets outcomes. It typically replaces or supplements the traditional Arbeitszeugnis assessment and creates a clear record of expectations.
You use a Zielvereinbarung when you want to shift from prescribing tasks to defining measurable results. Common in Swiss management culture, it suits roles where autonomy matters: sales targets, project delivery, or team leadership. It works at any Pensum level.
The agreement must be documented in writing. Swiss law does not mandate them, but once in place, both parties are bound. The Arbeitsvertrag should reference whether objectives will be used for performance assessment.
When to Use an Objectives Agreement
Introduce a Zielvereinbarung when you hire someone for a role where outputs matter more than hours worked, or when you want to clarify expectations beyond the job description. Sales, project management, and client-facing roles are natural fits.
You can also use it for probation periods (Probezeit) to set clear success criteria, or annually to reset expectations after a promotion or Pensum change.
- Sales roles: revenue, pipeline, client retention targets
- Project leadership: delivery date, budget, team headcount milestones
- Probation: specific competencies or deliverables to demonstrate
- Pensum increase or demotion: revised scope and success measures
- Performance improvement: time-bound behavioural or results targets
- Annual review cycles: objectives revisited each year or mid-year
Your Obligations as an Employer
Write the Zielvereinbarung clearly and in plain language. Objectives must be SMART (Specific, Measurable, Achievable, Relevant, Time-bound). Avoid vague language like 'improve collaboration'—instead specify '80% internal stakeholder satisfaction in Q3 survey'.
Give the employee a realistic opportunity to meet the objectives. Unattainable targets can later undermine dismissal for underperformance. Store the signed agreement in your personnel file. If used for severance or dismissal decisions, Swiss law (ArG, cantonal labour codes) requires the process to be fair and documented.
- Define objectives in writing before the period begins
- Make them measurable and achievable with reasonable effort
- Review and adjust mid-period if circumstances change materially
- Document feedback and progress against objectives
- Keep signed copy in the employee's personnel dossier
- Never use unattainable objectives as a pretext for dismissal
The Most Common Mistake
The single biggest error is writing objectives that are either unmeasurable ('be a team player') or impossible to achieve ('grow revenue 150% in a flat market'). This defeats the purpose and creates legal liability if you later use unmet objectives to justify dismissal.
Another frequent trap: setting objectives unilaterally and presenting them as non-negotiable. In Swiss culture, the employee should have input. Document agreement, not imposed requirements.
- Vague objectives with no clear measure of success
- Targets set without employee consultation or input
- Objectives changed mid-period without formal amendment
- No written record or signature from employee
- Mixing personal conduct expectations with business results
- Failing to distinguish between stretch goals and minimum requirements
Frequently asked questions
- Is a Zielvereinbarung legally binding?
- Yes, once signed by both parties, it is contractual. Swiss employment law (ArG) treats it as part of your agreement. A lawyer should confirm its enforceability in your canton, but generally courts will uphold clearly written objectives that were agreed in advance.
- Can I use unmet objectives to fire someone?
- Only if the objectives were realistic, documented in advance, the employee had fair opportunity to meet them, and you followed cantonal notice periods. Never use impossible targets as a dismissal pretext—Swiss labour courts are skeptical of this. Document the full performance record.
- Should every employee have a Zielvereinbarung?
- No. Use them for roles where results are measurable and autonomy is high. Administrative or highly structured roles may not suit them. Consider your industry and role level—they are more common in tech, sales, and management than in production or support roles.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.