OKR – objectives & key results

When the OKR feature is enabled for your organization, you’ll find OKR under the OKRs tab on the Performance page (previously its own standalone menu in the sidebar, consolidated here on 2026-08-08 to avoid having OKR in two places at once). From there an admin can plan objectives and measurable key results per period, via the Goals & key results button.

A period (for example a quarter) groups the objectives and can be draft, active or closed. An objective has a level (company, team or individual), a description and a set of key results. Each key result is one of three types: metric (start → target → current, progress is the fraction of the way to the target), milestone (done / not done) or percentage (0–100% set directly). An objective’s progress is the average of its key results’ progress, shown as a bar.

Access is role-mapped: an admin manages every objective in the organization, a manager manages team objectives within their part of the org tree plus their own individual objectives, and an employee manages their own individual objectives. Everyone can read company-wide objectives and their own team’s. Periods are created and managed by admins. Deleting an objective or a period requires confirmation; deleting a period also removes its objectives.

Check-ins. Whoever owns an objective can post a check-in on a key result: a RAG confidence (🟢 on track, 🟡 at risk, 🔴 off track), an optional progress update, and a note. The objective’s confidence shows the worst of its key results’ confidences. Every check-in is kept in a history you open via History on the objective. An objective with no check-in in the past week is flagged Needs a check-in for whoever can manage it.

Automatic check-in reminders. When the OKR reminders feature is enabled for your organization (off by default), once a day (08:30 Europe/Stockholm) the system scans individual objectives and sends a reminder to the organization’s chat channel (Slack or Microsoft Teams) to the owner of any objective with no check-in in the past week. The reminder contains only the objective’s title, the owner’s email and how many days since the last check-in — never key-result values, confidence, or scores. Team and company objectives have no single owner and are never auto-reminded, nor are objectives in a closed period. For reminders to be delivered, a chat integration must be configured (Settings → API access → Chat integrations) with the matching event ticked.

Alignment. An objective can align up to a parent objective at a higher level (individual → team → company). In the objective form, pick Aligns to from the higher-level objectives you can see in the same period. The Alignment view shows the company → team → individual ladder as a tree, where each objective’s progress is rolled up to include its aligned descendants. The tree only shows objectives you’re allowed to see.

Weight & scoring. Each key result can carry a weight (default 1) — an objective’s progress and final score are then the weighted average of its key results’ progress. An admin manages the period right on the page: Activate a draft, Close period when it’s done (confirmed; objectives are scored as-is and further edits stop), or Delete it (confirmed; all its objectives are removed). Once a period is closed, each objective shows its score (0.0–1.0) with guidance: ~0.7 counts as success for a well-set stretch goal — hitting full marks every time usually means goals were set too low. Scores must never be tied to compensation or performance reviews.

Create an objective from survey results. With OKR enabled, an admin can click Create objective on a weak area in the survey overview’s focus areas. That creates a new company objective in the active period, pre-filled with a title referencing the area and one metric key result whose start value and target are derived from the area’s score (for example “Raise Ledarskap from 3.1 to 3.8”). The objective is tagged with the source survey and area, and shows a From survey · <area> chip so you can see where it came from. If there’s no period yet, you’re asked to create one first. To unlink an objective from its source survey (e.g. to continue it fully manually), open Edit on the objective — a checkbox Remove the link to “<area>” (From survey) appears there, but only when the objective actually has a survey link. Checking it and saving asks for confirmation first, since the link can’t be restored from the UI once removed. Leaving it unchecked never affects the link — a routine edit never disturbs it.

Bind a key result to the pay gap (Admin-only). When the “Pay-equity KR auto-source” feature is enabled, an admin can, on a metric key result, choose Bind to auto-refreshing metric → Pay-gap metric and pick which department (org-node) it tracks. That key result’s current value then refreshes automatically from the organization’s real, gender-split pay gap for that department — no manual entry needed. This is entirely Admin-only: a manager or employee who can see the objective never sees the real pay-gap number, only an Admin only marker, regardless of whether they could otherwise manage the objective. If the department is too small to protect anonymity (the same minimum group size used elsewhere in the pay-gap analytics), the key result shows Not enough data yet instead of a number — its previous value is left untouched. The feature ships with ready-made objective templates framed around the EU Pay Transparency Directive (transposed into Swedish law by June 2026, first reporting in 2027), such as “Close the gender pay gap in [department] ahead of the 2027 EU reporting deadline” — turning the reporting obligation into a goal that tracks itself.

Bind a key result to a survey driver (auto-refreshed value). With the OKR module enabled, a metric key result can be bound to a survey/driver area instead of entered manually. In the key result’s form, choose Survey driver from the source picker and provide the survey id, the area/driver id, and optionally an org-node to scope it to one department. The key result’s current value then auto-refreshes from the real survey score — once daily and every time the objective is saved. If the area’s underlying data is below the organization’s anonymity threshold (minimum respondents), a “Not enough responses yet” warning shows instead and the last known value is left untouched — never a fabricated or redacted number. A manager can only bind to a driver within their own part of the org tree.

Bind a key result to training completion (auto-refreshed value). When the “OKR – development plan source” feature is enabled, a metric key result can be bound to the share of a team that holds at least one currently valid (non-expired) training record, instead of being entered manually. In the key result’s form, choose Development plan completion from the source picker and optionally an org-node to scope it to one department — leave it blank to track your own entire visible roster. The key result’s current value (0–100%) then refreshes from the organization’s real training data, the same underlying data the Learning & development page’s team overview is built on. If the team is too small to protect anonymity (the same minimum group size used elsewhere in the app), a “Not enough responses yet” message shows instead of a number. A manager can only bind within their own part of the org tree — same rule as a survey driver. A matching key result also shows as a Development plan — Key Result card on the Learning & development page’s Team overview, so a manager sees the live-tracked goal without opening the OKR module.

Export for the board. Once the selected period has objectives, two buttons appear above the list: Export CSV downloads every objective and key result (with progress, confidence and score) as a CSV file for Excel, and Print/PDF opens the browser’s print dialog with a clean report view (no buttons or filters) you can save as a PDF. No data leaves your session — the export is built from the objectives already loaded on the page.

Start from a template. The new-objective form offers an optional Start from a template picker — a library of ready-made objectives and key results, grouped under General, Pay equity, Engagement and the EU Pay Transparency Directive (e.g. “Close the gender pay gap in [department]” or “Prepare for EU Pay Transparency Directive reporting (2027)”). Picking a template only pre-fills the title and key results as a suggestion — everything stays editable or removable before you save, and nothing is written until you click Save. Templates only appear when creating a NEW objective, not when editing an existing one.

Draft with AI. When the AI OKR assistant feature is enabled, an optional Draft with AI field appears at the top of the new-objective form, available to admins and managers. Describe your goal in a few words (e.g. “Improve team collaboration this quarter”) and click Draft with AI — the assistant suggests an objective title, a short description and 2–5 measurable key results, filled into the form the same way a template is. The suggestion is always fully editable and never auto-saved; you review, edit or remove rows as usual before clicking Save. Every key result row also has an AI check button that judges whether the text you’ve written is specific and measurable — if it’s too vague (e.g. “get better at X”), you get concrete issues and a rewritten suggestion you can apply instantly with Use suggestion. Only your own goal/key-result text is ever sent to the assistant — never salary or employee data. The feature defaults to on and can be turned off separately from the rest of the OKR module.

Progress over time. In an objective’s History, each key result’s check-ins now show a small trend line (sparkline) charting how its value has moved over past check-ins. With fewer than 2 check-ins there’s not yet a line to draw. For a key result bound to an auto-refreshing metric (pay gap or survey driver): if a period had too little data to show a real number (“Not enough data yet” / “Not enough responses yet”), the sparkline shows a visible break there instead of a straight line through it — it never draws through a low-data period as if a real value existed. No new data is stored for this; the line is built purely from the check-in history that’s already kept.

Automatic cycle rollover. With the OKR module enabled, the system handles the period changeover on its own: once a day (04:00 Europe/Stockholm) it looks for active periods whose end date has passed, closes them (each objective’s score is computed as usual from its key results) and creates the next period, immediately active, with the same length and name. In the objective form there’s an optional checkbox, “Carries forward to the next period automatically” — only objectives with it checked reappear in the new period, with the same title, weight and any binding to an auto-refreshing metric (pay gap or survey driver), but with check-ins and progress reset (a metric key result starts over at its original starting value). Alignment to a parent objective is not carried over automatically — an admin can re-align it manually if needed. An admin can also click “Roll over now” on an active period to do the same thing immediately, without waiting for the daily run (confirmed first).

My OKRs. Alongside List and Alignment there’s a My OKRs tab — a personal, at-a-glance view of just the objectives that are yours: your own individual objectives, plus (for a manager) team objectives within your part of the org tree. Company-wide objectives don’t show up here (they’re shared context, not personally owned), and an admin only sees their own individual objectives here, not the whole organization’s objectives just because they can manage them. The list is sorted by check-in need — the objective that’s waited longest for a check-in (or was never checked in at all) shows first, the most recently checked-in one last — so you can see at a glance what needs your attention. The view is built entirely from the objectives already loaded for the selected period; nothing extra is fetched.

My OKRs right on the Performance page. The Performance page’s OKRs tab shows exactly the same My OKRs content described above (the same selection, the same check-in-need sort order) as a quick preview right away — click Goals & key results to reach the full workspace with List, Alignment, and every admin action. (Until 2026-08-08 this preview lived as its own page, Overview, inside a standalone OKR menu in the sidebar — that menu is gone, but the same content and the same permissions still apply unchanged.)