Goals, feedback and reviews - Pacten Guides
Performance covers what people are working towards and how that is judged. Under People → Performance.
- Company goals — what the business is trying to do this period.
- Department goals — what a department is contributing to that.
- Individual goals — what one person is doing about it.
Each goal carries a current value against a target, so progress is a number rather than an opinion. Goals are flagged as active, at risk, achieved or abandoned.
Feedback can be recorded as it happens rather than reconstructed at review time. A review written from six months of notes is a different document from one written from memory in an afternoon, and the difference is obvious to the person receiving it.
Reviews run as a cycle across the people in scope. Where a workspace has appointed calibrators, they look across reviews before anything is final — because different managers rate differently, and comparing people fairly means correcting for that rather than pretending it is not happening.