Performance management · OKRs

Best OKR Software?

Karl Laughton VP of Finance at Insightly

February 13th, 2015

We're a series B funded company with 40 employees getting ready to implement OKR's (Objectives and Key Results) and an OKR management application and was hoping to solicit recommendations from the founder community.

Look forward to your recommendations!

Simon Bates CEO Workteam. Previous CEO & Co-founder Byte Squared, CEO & Co-founder Softalk Ltd

Last updated on March 5th, 2020

You have a quite a choice as there are many vendors offering a range of different offerings. Here is a shortlist of just a few:

7Geese
Atiim
Betterworks
GTMHub
Perdoo
Weekdone

Workteam


All of the above tools (perhaps with the exception of Betterworks) are great tools for managing OKRs for small and mid-size firms. When choosing a tool, I recommend looking for features for refining OKRs into initiatives, as more granular planning around goals provides a greater probability of achieving outcomes. Also look for features that encourage staff to keep their OKRs updated through regular check-ins. When you start using an OKR tool, the main benefit you will see will be through the increased transparency around goals that you engender into the organization and the increased communication that occurs around progress of goals across each team and particularly between employees and managers.


Matt Roberts Two time SaaS Founder. Passionate about creating and helping fast growth SaaS companies.

Last updated on June 28th, 2020

There are a number of OKR platforms out there. Betterworks, Perdoo etc. ZOKRI is OKR Software. There is a free plan for unlimited people and time. Also the is an AMAZING deal for start-ups which you can contact me about via matt[dot]roberts[@]zokri[dot]com.


The disclaimer is I founded this company. I am aware of my biases so I'd encourage you to try it out.

Don Manupriya Jayathilake MarTech Professional

March 20th, 2019

https://www.profit.co is a complete solution to define Objectives & Key Results (OKRs) at every level of your organization forcing you and your team to think before acting and a comprehensive system to measure progress on predefined frequencies to keep your company running like a well oiled machine towards your company’s goals.

Kate Devyatkina CEO

November 28th, 2019

Hi there!

We’ve just development a perfect tool for setting and tracking OKRs, it is really useful because we’ve involved lots of HRs and CEOs in the work on its usability and functional content!

if you are engaged, check Ahundred

https://ahundred.io


Eric Wittman Board Member at SourceClear

February 14th, 2015

Good video on how Google sets OKRs:
https://www.gv.com/lib/how-google-sets-goals-objectives-and-key-results-okrs

Stephen Lynch Head of Strategy & Consulting at RESULTS.com, Award Winning Author, Speaker, Strategic Planning Facilitator

February 14th, 2015

Disclaimer - I work for RESULTS.com

Here are some of our  resources on KPIs (Key Performance Indicators) that may help you to determine what to measure and how best to make performance visible




Peter Kazanjy Early Stage SaaS Product and Go To Market Executive

February 13th, 2015

I have heard good things about Betterworks and 7Geese.

Richard Min Founder & CEO of +822 // MD, Fashion Technology Accelerator, Seoul // Cofounder / Seoul Space, Kstartup

March 16th, 2016

weekdone 

seems to be built groundup specifically as OKR software.  testing it myself now. so far so good

Practice for one SEO

June 19th, 2020

Word of warning- despite the contemporary trendiness to speak about OKRs, I feel they do extra harm than appropriate if tied to bonuses. It's a rehashing of Drucker's Management by means of Objective article which comes out of the 50's and is not commonly used anymore.

Alexander Ross Head of Business Development at Verifide

February 13th, 2015

Asana- though not designed for OKRs, would be a pretty simple place to keep them. Especially if you are already using it or something similar.

Word of warning- despite the current trendiness to talk about OKRs, I feel they do more damage than good if tied to bonuses. It's a rehashing of Drucker's Management by Objective (MBO) which comes out of the 50's and isn't generally used anymore.

Most roles- outside of perhaps sales- don't distill simply into quantitative metrics that are good enough to tie bonuses too. Instead, you get people sub-optimizing and doing damage to the business.

OK, I'm off my soapbox... :)