A review should end with a next step. Not a verdict.
Turn every gap into a goal both of you can see, align it to what the company is trying to do, and keep it moving with check-ins that take a minute.
- Goals from review gaps
- Aligned to the company
- Check-ins, not chasing
Goals people believe in, tied to work that matters
Set goals people believe in
A clear outcome, a way to tell it is done and a date. Written by the person who owns it, with a nudge when something is vague.
Align every goal to the company
See how a personal goal connects to a team goal and a company objective, so the work has a reason.
See risk before it becomes a miss
Leaders and managers spot goals slipping early, from live progress and short check-ins.
What are you setting a goal for?
Pick one. See how Pointed Performance keeps it connected.
Check-ins that take a minute
A quick status, a line of context and a flag if something is blocked. Managers get the signal without another meeting, and nobody has to chase an update.
- One-tap status: on track, at risk, blocked
- Comments and blockers stay on the goal
- Gentle nudges when a check-in is due
From a gap to a goal to a habit
Start from a suggestion, not a blank page
Pointed Performance reads the review and proposes goals tied to the exact gap. Keep what fits, edit what does not.
- Suggestions tied to a specific gap
- You decide what becomes a goal
Small things that keep goals alive
OKRs or simple goals
Use objectives and key results, or keep it to a clear goal and a date. Your team’s call.
Goal cycles
Run goals quarterly or yearly, with a fresh slate and last cycle’s history kept.
Progress history
Every update is dated, so you can see how a goal actually moved.
Comments and blockers
Context lives on the goal, not in a chat that scrolls away.
Nudges that help
A reminder when a check-in is due, and a prompt when a goal is vague.
Who sees what
Choose who can see each goal and its progress.
The same goals, three useful views
Good questions, straight answers
Can goals exist without a review?
Yes. Goals can be set at any time. Linking one to a review gap just makes it easier to follow through.
Do we have to use OKRs?
No. Use objectives and key results if that is how you work, or keep goals simple: an outcome, a way to tell it is done and a date.
How do personal goals connect to company goals?
A goal can point at a team goal, which points at a company objective. You can see the whole chain from any goal in it.
Who sees my goals?
Visibility settings decide that. You choose who can see each goal and its progress.
How often do people check in?
Your team decides. Pointed Performance reminds people when a check-in is due and keeps every update on the goal.
Is the AI required?
No. AI goal suggestions are optional and available on Business and above.