Startups move fast - but most performance reviews don’t.
They’re too slow, too formal, and too disconnected from real work. Traditional performance management focuses on the past, not what’s happening now - and for startups, that just doesn’t scale.
What you need is a faster, clearer way to measure progress and guide growth.
Enter OKRs: a simple way to turn goals into outcomes. They won’t replace performance reviews - but they make the rest of the process actually work.
In this article, we’ll show you how startups use OKRs to build a more continuous, outcome-focused approach to performance - without all the HR overhead.
OKRs ≠ Performance Reviews (But Still Incredibly Useful)
OKRs weren’t built to replace reviews, compensation workflows, or promotion cycles. But they do help teams track what matters most, in real time - and that makes them a perfect companion to modern performance practices.
Think of OKRs as the connective tissue between everyday execution and long-term growth. They help managers and teams:
- Stay aligned on priorities
- Measure progress based on outcomes, not effort
- Have better, more informed conversations
And best of all? They keep performance visible and consistent - without relying on memory or gut feel.
How Startups Use OKRs to Support Performance
1. OKRs as Inputs to Feedback and Reviews
When it’s time to have a performance conversation, most managers struggle to answer: What actually got done?
OKRs solve that. Progress on key results gives teams tangible, shared data to reflect on. Instead of vague updates or opinions, you get:
- Clear benchmarks
- Documented outcomes
- A record of priorities over time
Many OKRs Tool customers use key result progress as a starting point for coaching, recognition, and 1:1 development discussions.
2. Weekly Check-ins Build Consistency
One of the biggest gaps in performance management is follow-through. It’s easy to set goals. Much harder to check in every week.
That’s why our built-in check-in flow is so valuable. It helps teams:
- Update progress quickly
- Flag blockers early
- Reflect on what's working
Those weekly updates often become the backbone of monthly 1:1s or quarterly reviews.
3. Slack Integration Keeps Progress Visible
Performance can’t just live in a spreadsheet. Our Slack integration keeps goals top-of-mind, with real-time nudges and summaries posted where teams already work.
You get:
- Automatic reminders
- Team-wide visibility
- A natural rhythm of progress updates
It’s performance transparency, without micromanagement.
4. Shared Visibility = Shared Accountability
By making key results visible across the team, OKRs build a stronger culture of mutual accountability. Everyone can see what matters most - and who owns what.
This transparency reduces surprises during reviews and reinforces individual responsibility without top-down micromanagement.
5. Performance Conversations Become Forward-Looking
Instead of relying on vague recollections or annual summaries, managers can base feedback on the actual OKRs their team worked toward - then use those insights to shape goals moving forward.
This turns performance conversations into coaching moments - not just evaluations.
What the Best Teams Do
Here are 4 best practices we’ve seen across high-performing OKRs Tool customers:
1. Quarterly OKRs + Biannual Reviews
Most teams set OKRs every quarter and hold formal reviews twice a year. OKRs Tool acts as the bridge in between - keeping goals alive with lightweight check-ins and summaries.
2. Decouple Pay from OKRs, Link to Growth
Stretch goals only work if people aren’t punished for missing them. Our customers often avoid tying bonuses directly to OKR completion - but they do use OKRs as a signal of:
- Initiative
- Impact
- Personal development
It’s a healthier, more balanced approach.
Combine Team OKRs with Personal Growth
Many teams track both team-level OKRs and individual development goals in the same workspace. This gives managers a holistic view of performance - not just output, but growth.
3. Build OKRs into 1:1s
Top-performing managers regularly reference OKRs in their 1:1s - not just to track progress, but to give context, spot support needs, and celebrate wins. It makes the check-in meaningful, not just a box to tick.
4. Review OKRs as a Team
Public retros and reviews give everyone a chance to reflect - not just on what was accomplished, but on how they worked together to achieve it. This builds a culture of shared ownership and learning.
Why It Works
- Outcomes, not activity. OKRs help measure what changed - not just what got done.
- Consistency without bloat. Weekly nudges keep goals fresh without a heavy process.
- Better conversations. Instead of guessing, managers show up to reviews with proof.
- Holistic growth. OKRs highlight team results and individual development.
- Better engagement. Teams feel more connected to their goals - and their progress.
You don’t need a giant HR platform. You just need better habits around goal-setting and follow-up.
OKRs and Performance Management: Key Comparisons
Here’s a quick overview of how OKRs support - but don’t replace - traditional performance management elements.
This side-by-side helps clarify why OKRs are such a powerful layer in any performance process.
Start Small. Stay Aligned.
You don’t need to overhaul your performance process overnight. Start by using OKRs as a shared language for focus, outcomes, and growth.
Even simple practices - like assigning owners to each key result, checking in weekly, or reviewing OKR progress during 1:1s - can radically improve how your team works and grows.
And if you’re already using OKRs Tool, the systems are built right in.
- Check-ins? ✅
- Slack updates? ✅
- Review-ready insights? ✅
- Shared dashboards? ✅
- Growth-aligned goals? ✅
It’s not a full performance suite - but for fast-moving teams, it’s often exactly enough.
