Performance built around goals.
Reviews, 1:1s, 360 feedback, and engagement surveys — all connected to the OKRs the team is actually working on. For people leaders and ops leads at 50–200 person companies who don't want two tools.
Performance tools and goal tools almost never talk.
Most teams run two systems: an HR tool for reviews and 1:1s, and a separate OKR tool for goals. The data doesn't flow between them — and the result is performance conversations that ignore what someone actually delivered.
Reviews ignore what was committed
A manager writes an annual review without referencing the OKRs the report committed to. Goal completion data sits in a different tool — so the review is based on memory, vibes, and the past two weeks.
1:1s lose continuity
Notes get scattered across Notion docs, Google Docs, and personal notebooks. Commitments made in one 1:1 don't carry into the next. Three months later, neither person remembers what was discussed.
Pulse surveys disappear into a dashboard
Engagement scores get collected quarterly, displayed in an HR analytics view, and never tied back to the work people are doing. So scores drop, nobody knows why, and the survey runs again next quarter.
Performance Reviews
Annual, semi-annual, or quarterly reviews that auto-pull OKR completion data from the cycles being reviewed. No more reconstructing what someone delivered from memory — the data is right there.
Custom templates per role, calibration across teams, and structured feedback prompts. Reviews that reference real outcomes instead of recency bias.
- Auto-pull OKR scores and check-in history from the review period
- Custom review templates per role or level
- Manager review + self review + peer review in one flow
- Calibration view — compare ratings across the org before they finalize
- Export reviews as PDFs for HRIS or personnel files
1:1s that build on each other
A structured 1:1 agenda that carries forward between meetings. Action items from the last 1:1 surface at the top of the next. Goal progress is visible inline. Notes are private to the pair, never re-keyed.
No more lost commitments, no more “what did we talk about last time?”, no more 1:1 notes living in seven different tools.
- Shared agenda — both parties add items before the meeting
- Action items carry forward until checked off
- Goal progress visible inline — OKR data right next to the agenda
- Private notes per side — manager notes stay manager-only
- Templates: career conversation, weekly tactical, monthly retrospective
360 Feedback with real signal
Peer feedback that goes beyond “they're a great team player.” Structured prompts tied to competencies, anonymity controls, and the option to attach feedback to specific OKRs the person worked on.
Reviewers can be selected by the manager, requested by the report, or auto-suggested from people they collaborated with most on shared OKRs — real working relationships, not random sampling.
- Anonymous, named, or hybrid — configurable per cycle
- Tied to your competency model (or use our default)
- Reviewer selection: manager-picked, self-requested, or auto-suggested
- Auto-detection of collaborators on shared OKRs
Engagement Surveys
Quarterly pulse surveys plus a standard annual engagement survey. eNPS, manager effectiveness, role clarity — the core dimensions, asked consistently, with results that connect back to teams and OKRs.
When engagement drops in a team, you can see what that team committed to that cycle — and have a real conversation about whether the goals were the problem.
- Quarterly pulse + annual full engagement survey
- Anonymous responses with aggregated team-level results
- Benchmark against industry and prior cycles
- Link survey results to the team's OKR data — find the why behind the score
The review that writes with receipts.
Every OKR your report owned during the review period appears in the review form. Completion scores, check-in history, parent objectives — already pulled, already structured. No reconstructing from memory.
Goal-Linked Reviews
In every other performance tool, the OKR module and the review module are separate. The data doesn't flow between them. The manager opens the review form to a blank page and writes from the last two weeks of memory.
In OKRs Tool, the review form opens with the report's completed OKRs already attached. Final scores. Check-in language they used. Comments they left. The KRs they hit and the ones they missed. The review writes with receipts.
- Every OKR from the review period auto-attached to the review form
- Final scores, check-in history, and parent objectives visible inline
- Manager references real outcomes — not recency bias
- Self-review uses the same data — both sides see the same evidence
- Calibration uses the underlying OKR scores too — conversations get grounded
We went from spreadsheets to OKRs Tool and the team adopted it fast. The combination of goal-setting and people management in one place means we don't need a separate HR tool to do reviews and 1:1s well.
Performance questions, answered.
Four questions people leaders ask before rolling out performance management on OKRs Tool.
Do you have annual performance reviews?
Can reviews use OKR scores automatically?
How do 1:1s work in OKRs Tool?
Do you offer compensation management?
Performance is one of five sections.
Each is included on every plan. Click any to see the views inside.