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OKR

Objectives and key results, a goal-setting framework that connects outcomes to measurable progress.

businessPublished 2026/06/06Last verified 2026/06/06

References

  1. OPM Performance Management

    U.S. Office of Personnel Management

    Official performance-management resource used as context for goals, expectations, feedback, and review practices.

FAQs

Are OKRs the same as tasks?
No. OKRs describe outcomes and measurable results, while tasks are the work people do to pursue those outcomes.
What should OKR software avoid?
It should avoid turning complex work into context-free scores without ownership, cadence, evidence, discussion, and change history.

Related Terms

  • Performance Management

    The HR process for setting goals, reviewing performance, giving feedback, and supporting employee growth.

  • Headcount Planning

    The process of planning roles, hiring requests, budgets, and approvals for team growth or changes.

  • Employee Engagement

    A measure of how connected, motivated, heard, and supported employees feel at work.

Related Items

  • Betterworks

    Betterworks provides performance management, goals and OKRs, engagement, feedback, analytics, conversations, AI for HR, calibration, succession planning, skills intelligence, and unified talent profiles.

  • Lattice

    Lattice is an HR and AI platform for managing people and performance, with performance habits, feedback, updates, analytics, and people strategy workflows.

  • 15Five

    15Five is an AI-powered performance management platform covering performance reviews, engagement, manager enablement, feedback, goals, compensation signals, analytics, and AI-assisted insights.

  • Leapsome

    Leapsome is an AI-powered HR software and people platform covering HRIS, talent suite, goals, feedback, reviews, surveys, learning paths, workflows, and HR-focused AI agents.

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What it means

OKR stands for objectives and key results. It is a goal-setting approach that links qualitative objectives with measurable results used to track progress. In HR and performance software, OKRs may support company goals, team alignment, individual priorities, check-ins, progress updates, dashboards, manager conversations, and performance-cycle context. OKR tools vary in how strongly they connect goals to reviews or compensation.

Why buyers should care

OKR software can improve alignment, but it can also create performative goal tracking if teams update scores without meaningful discussion. Buyers should evaluate whether the product supports clear ownership, visible assumptions, update cadence, permissions, historical changes, and manager coaching. OKRs should help teams learn and prioritize, not turn complex work into a single score without context.

Evaluation checks

Review objective hierarchy, key-result measurement, confidence indicators, check-in workflow, permissions, change history, reporting, integrations, and how OKRs relate to performance reviews. Ask whether teams can adjust goals when business context changes. Strong OKR software keeps goals visible while preserving the conversation and evidence behind progress.

This glossary entry is buyer-oriented guidance, not legal, compliance, or financial advice.