Goal and OKR overview and settings in Perform & Engage 365

Goals and OKRs are available to users in Perform365.

Goals vs OKRs

There are two goal frameworks available to your organization:

• Goals can also be referred to as SMART (specific, measurable, achievable, relevant, time-bound) goals. These goals should be measurable. To create a goal, you’ll typically need to enter its description, metric unit, start and end value, and start and end dates. You can create a goal without creating sub-goals.
• OKRs stand for objectives and key results. To create an OKR, you’ll typically need to specify an objective, which is a clearly defined outcome, and a few key results. You need both an objective and a key result to create an OKR.

You can also combine these frameworks for different levels, for example, setting goals for organizations and departments, and OKRs – for teams and employees.

You can set up the preferred framework for the different levels in the advanced organization settings.

Goal/OKR levels and roles

There are four goal/OKR levels:

• Organization goals/OKRs are visible to the whole organization.
• Department goals/OKRs are visible to employees from a particular department.
• Team goals/OKRs are visible to employees from a particular team.
• Personal goals/OKRs are visible to specific employees.

The ability to set goals and OKRs across different levels depends on the user’s role:

• Super admins can set up goals and OKRs for the whole organization, departments, teams, and employees.
• Department admins can set up goals and OKRs for their department, the department’s teams, and the department’s employees.
• Managers can set up goals and OKRs for their teams and the team’s employees.
• Employees can set up their personal goals and OKRs.