Objectives (OKRs)
Know which company goals are on track without chasing anyone for an update.
Company goals and the team and individual goals under them sit in one tree, kept current by weekly check-ins that take about a minute. Leadership reads the rollup instead of running a status meeting.
objectives
Most goals stop moving a few weeks after they're set.
Nearly half of the key results we see never get a progress update after they're set. Without a weekly check-in, goals become a list nobody opens until review season.
See what work supports
Every objective traces up to a company priority
No status meeting
Weekly check-ins take about a minute
Public by default
Private or protected when a goal needs it
Goal history at review time
Check-ins show up beside the review form
Every goal traces up to a company priority
Company objectives cascade to teams and individuals, so every person can see which company priority their work supports. Each objective has its own visibility setting, so sensitive goals stay private.
Check-ins that replace status meetings
Owners post a short update as the work moves, and progress rolls up on its own. Leadership reads the rollup.
AI drafts key results for you to edit
AI turns a rough goal into measurable key results. Each suggestion is a draft the owner edits before anything is saved.
Peoplelogic has helped us to align all the company around common Objectives, increase transparency, engagement, and visibility.
Set up with an HR expert
Someone who's run HR helps you write the first company objectives, decide how far to cascade them, set the check-in day and reminders, and choose the visibility rules for each team.
“If you come onboard, the CX team genuinely cares and is always jumping into the mix and helping us figure things out.”
Patricia Amato, Chief of Staff, Chief Executive Magazine
Common questions
Can we set goals on our own cycle?
Yes. You set the objective cycle that fits your planning calendar, and owners check in as the work moves.
Can some goals stay private?
Yes. Each objective has its own visibility setting, so sensitive goals stay with the people who need to see them.
How do goals show up in reviews?
Goal history and check-ins sit in the context panel beside the review form, so managers write from what happened during the cycle.
Works with the rest of Impact
Managers rate goal attainment from what actually happened, because goal history and check-ins sit beside the review form. Goal movement fills the 1:1 agenda, and goal ratings feed the performance axis of the talent grid, so nobody re-enters goal data.
See objectives running on your org chart.
We will load two of your real team goals into a sandbox before the call, so you look at your own work during the demo.