Objectives and Key Results

“OKRs have helped lead us to 10x growth, many times over. They’ve helped make our crazily bold mission of organizing the world’s information perhaps even achievable. They’ve kept me and the rest of the company on time and track when it mattered the most.“
– Larry Page, Google

Create OKRs at multiple levels

Setup OKRs at company, team and individual level. OKRs can be committed or aspirational type. Add multiple type of KPIs to measure and track the OKRs. Achieve transparency with OKR visibility controls.

Align OKRs, vertically or horizontally

According to a Harvard Business Review, companies with highly aligned employees are more than twice as likely to be top performers. According to a poll of global CEOs, lack of alignment is the number-one obstacle to execute a growth strategy.

“High performing teams thrive on a creative tension between top-down and bottom-up goal setting, a mix of aligned and unaligned OKRs.“ – John Doerr

Modern, agile organisations encourage a healthy balance between alignment and autonomy, common purpose and creative latitude.

Check-in to track progress continuously

“The single greatest motivator is ‘making progress in one’s work“ – Daniel Pink.

Check-ins help managers to clarify expectations, allocate tasks, provide necessary resources and remove any obstacles towards achieving organisational objectives. Contextualise progress updates with initiatives and blockers.

Align output to outcomes

Align your work items across various tools like tasks, emails, meetings, documents etc with your OKRs. Aligning work items with OKRs helps in having unbiased conversations and making data driven decisions during 1:1 meetings and end of cycle reviews.

Align important work activities like meetings, tasks, emails, documents etc. with OKRs and share with your manager for feedback.

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