Performance targets

Flowtly Editorial Team2 min

Performance targets let managers set explicit, measurable goals for each of their direct reports as part of the performance-review cycle. By anchoring targets to a review, expectations are visible from the very start and formally assessed at the end — closing the loop between setting goals and evaluating results.

Who sets targets

A manager sets a performance target for each employee who reports directly to them. Targets are configured inside the review module before or at the point when the review is launched.

What the reviewee sees

  • At launch — once the review period opens, the employee can see the goal that has been set for them, so they know exactly what is expected.
  • After release — when the manager publishes the review outcome, the employee sees the result against their target, giving them clear, structured feedback.

Where to find it

Performance targets are part of the performance-review module. Navigate to the review for the relevant employee and open the targets section to view or set goals.

Example use cases

  • Align expectations early: Set a clear sales or delivery target at the start of a review cycle so the employee knows the benchmark from day one.
  • Structured feedback: Attach measurable outcomes to the review, replacing vague end-of-year conversations with concrete goal assessments.
  • Manager overview: Review all targets set for your team in one place before a review cycle closes.

Connection map

Refers toPart of
Documented hereDocumented elsewhere
audit-log records person. person works under agreement. work-schedule assigned to person. benefit-assignment held by person. employee-profile describes person. employee-document filed against person. responsibility assigned to person. performance-target set for person. meeting held with person. holiday-request submitted by person. leave-entitlement held by person. project staffed by person. project-rate rates person. booking books person.recordsworks underassigned toheld bydescribesfiled againstassigned toset forheld withsubmitted byheld bystaffed byratesbooksAAudit trail — The record of who did what and when. It is how a user action is investigated after the fact, and what compliance is demonstrated from.Audit trailPPerson — An employee. The central record the rest of the workforce data hangs off — profile, documents, leave, benefits, rates.PersonAAgreement — The document formalizing the terms between the organisation and one employee or contractor. It is the foundation of the employees module: whether someone has an active agreement decides whether they appear in the other modules at all.AgreementWWork schedule — The working days, hours and breaks assigned to an employee, from the week the assignment starts. It is what the Work Time calendar draws.Work scheduleEEmployee benefit — One benefit granted to one person for a date range. A person can hold several at once.Employee benefitEEmployee profile — The detailed record for one person: contact details, job role, department, employment history.Employee profileEEmployee document — A file attached to a person — a contract, a review, anything filed against them.Employee documentRResponsibility — An area of ownership assigned to a person.ResponsibilityPPerformance target — An objective set for a person and measured against.Performance targetMMeeting — A recorded one-to-one or review between people.MeetingHHoliday request — An employee's request for time off, submitted for approval. Approving it is what turns it into leave the rest of the system counts.Holiday requestEEntitlement — How much leave a person has for the leave year. A request draws it down; the balance is what remains.EntitlementPProject — The core organizational unit for a business initiative, client engagement or internal work. Everything tracked — time, cost, invoicing, profitability — hangs off one.ProjectMMember rate — A team member's billing or cost rate on a project. Rates are per member, so the same person can cost differently on two projects.Member rateBBooking — One person committed to one role for a stretch of weeks, at a percentage of their time. A booking is a plan, not a record of work done.Booking