"As soon as the mind is set on a goal, possibilities abound."
J.W. v. Goethe

A target agreement transforms the strategic objectives of the entire company into objectives of each single organizational unit and, ultimately, of each employee. The name target agreement arises from the fact that in a conversation both the supervisor and staff member discuss the target and come to an agreement. The target agreement consists of two elements, the target and the measures that are necessary to take in order to meet it. Surveys have proven that targets that are most motivating and beneficial to enhancing satisfaction in the workplace are targets that are not only challenging and achievable but also those that contain enough flexibility to give staff members room for their own decisions.

Every regular feedback process that has been implemented within a company is called a feedback system. The most known is surely the 360° feedback process, during which a manager receives feedback from all sides (360°)—his superior, colleagues, staff, and customers. This is usually done via a structured and anonymous online process. The quality of such a process highly depends on the description of the criteria that determine how feedback is given and the higher-ranking process in which the feedback procedure is embedded. The feedback received often raises more questions than answers and, thus, requires a framework within which it can operate so these questions can be clarified. Further feedback systems are satisfaction surveys and open or half-open facilitated feedback circles.