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Key takeaways
- I look for an owner, a due date, and a place the review can reference the goal.
- FeedbackPulse puts goals on Max, not on the free plan and not automatically on Pro.
- A goal tree is not required for a team of 80.
- I ask what happens to a goal when the owner changes managers.
Goals inside a performance product are how a review stays attached to the work, instead of to a list of adjectives. I still check the plan. A screenshot of a goal tree on an enterprise tier is not a feature you have bought.
The object I want to see
A goal needs an owner, a due date, and a status a manager can understand. Alignment to a company objective is useful once the company has objectives it will maintain. I do not require a cascading tree on day one.
Which plan includes it
On FeedbackPulse, goals sit on Max at $8 per employee per month billed annually, with Slack and Teams. Pro at $4 includes reviews, 360, and eNPS benchmarks. I keep that split visible so a team does not assume the review plan includes goals. Both plans are on the performance guide pricing note.
How the goal shows up in the review
The useful version lets the self review and the manager review pull the goal in, so the conversation is about that work. A separate goals app that the review cannot see is a second login. I ask to watch that pull happen.
When the owner changes
Goals rot when the owner leaves and the record stays assigned to a person who no longer has the team. I ask whether the goal follows the employee, moves to the new manager, or closes. That answer should match the directory, which is an HRIS question as much as a performance one.
