Goals Everyone Can See, Update, And Act On
Set goals that cascade from company to team to person, watch progress roll up, and catch at-risk OKRs before quarter-end — in the same place people do their daily work.
See OKR Hub In Action
Set objectives at company, department, team, and individual levels, track measurable key results with weekly confidence check-ins, and spot at-risk work through cascade views and analytics.
What OKR Hub Helps You Do
Set Objectives
Author objectives at company, department, team, or individual levels. Tag by quarter, owner, and parent objective. The editor's AI Assistant checks SMART framing.
Define Key Results
Add measurable key results to each objective — a percentage, count, currency, days, hours, points, score, or rating. Each KR has a baseline, target, current value, and owner.
Cascade Alignment
Visual cascade tree shows how individual OKRs roll up to team, department, and company objectives. Misalignment becomes visible at a glance.
Update Progress
Owners update key results on a regular cadence. Progress rolls up automatically to parent objectives. Each key result keeps a timeline of its updates.
Surface At-Risk
Pace-vs-time analysis flags objectives falling behind, and key results due soon and still short. Managers see at-risk before quarter-end, not after.
Run Check-Ins
Weekly or monthly check-in cadence built in. Owners log progress, blockers, and asks. Managers review check-ins from one dashboard.
How OKR Hub Keeps Goals Visible
Three capability blocks that turn quarterly OKR sessions into a continuous program.
Multi-Level Alignment Cascade
Company OKRs link to department OKRs link to team OKRs link to individual OKRs. The Strategic Cascade shows the whole structure on one screen — each objective opens to its key results, child objectives, and connected goals, with progress and status on every row. Misalignment stops being a quarterly surprise.
- Visual cascade — full org tree in one view, as a tree or a list.
- Progress on every row — objectives and key results with status.
- Connected goals — Performance Management goals sit under the objectives they support.
- Cascade coverage — the share of active goals connected to the cascade.
At-Risk Surfacing Before Quarter-End
Pace tracking compares an objective's progress with the share of its time already elapsed and flags it at-risk when it falls well behind; a key result due within two weeks and still well short is flagged too. At-risk work shows on the team's lists and reaches its owners in a weekly alert, weeks before the quarter closes. Owners also rate their confidence on every check-in.
- Pace tracking — progress vs. the share of the period elapsed.
- Confidence check-ins — owners rate each check-in On track, At risk, or Off track.
- Manager views — at-risk counts and badges on the team's objective and key-result lists.
- Weekly alert — at-risk objectives and key results reach their owners and co-owners.
Check-Ins And Manager Review
Check-ins capture progress, confidence, blockers, and asks for each objective. Each one goes to the author's manager, who sees the team's check-ins on one screen — what's on track, what's stuck, what needs a decision — and answers with written feedback.
- Weekly, biweekly, or monthly check-in cadence.
- Blocker logging — surfaces what needs unsticking.
- Manager dashboard — the team's check-ins on one screen.
- Manager feedback — written feedback on every reviewed check-in.
OKR Hub In Practice
A practical scope check: what the app covers, which controls matter, and the workflows teams usually run first.
Core workflow
Define objectives and measurable key results with progress tracking and scoring.
Controls that matter
Reporting & AI includes Executive summary report (PDF, CSV, XLSX) and Team performance report with individual contributions.
Scope and specs
Useful specs: Objective title length: 200 characters; Objective description: 2,000 characters; Key result unit length: 50 characters.
Quarterly OKR planning
Leadership sets company-level objectives, department heads cascade them into team OKRs with approval per level, and the planning wizard rolls the chosen objectives into the next quarter.
Weekly check-ins
Team members submit weekly check-ins on their objectives — confidence, progress, and blockers — that their managers review and answer from one dashboard.
Cross-team alignment
A product manager views the cascade tree to see how their team's objectives contribute to the company's top-level strategic goals.
Connected To The Rest Of MangoApps
→ Performance
Objectives align to Performance Management goals and key results map to them — each goal's page shows the key results mapped to it.
→ Recognition
Recognize teammates for KR completion or stretch-goal hits. Achievement becomes a celebrated moment, not a quiet checkbox.
→ Communications
Announce a quarter's objectives with Communications to the audiences you already send to — written and sent from Communications; OKR Hub does not post on its own.
→ Workspaces
Tasks linked to a key result are the same task records Workspaces runs its project to-dos on, so project work and OKR work share one system.
→ Tasks
Key results break down into linked Tasks for execution tracking — create one from the key result's own page.
→ Ask AI
The OKR agent answers "what's at risk?" in chat and updates key-result progress or activates and completes objectives, each after a confirmation.
REPLACES POINT TOOLS
One OKR system instead of a goal tool no one ever opens
Most OKR programs die because the tool lives outside the apps people use every day. OKR Hub lives in the same MangoApps app employees already open for shifts, pay and tasks — on desktop and the phone — so updating a goal is not a trip to a separate URL.
Lattice OKRs
OKR module bolted onto a performance platform
- Key results are updated in the app employees already use, on desktop, the phone or by asking Ask AI — not a separate Lattice tab
- One per-employee price covers OKRs plus performance, recognition, and comms — no per-module add-ons
- Frontline managers actually update goals because the app is the same one they use for shifts and pay
15Five Objectives
OKRs alongside continuous feedback and check-ins
- Weekly check-ins carry a confidence rating and blockers, and the manager reviews them beside the OKRs they report on
- Objectives align to Performance Management goals and key results map to them, so a goal's page shows the progress behind it
- HRIS-synced org chart routes goal alignment automatically up the real reporting structure
Gtmhub / Quantive Results
Dedicated OKR platform with KPI integrations
- KR data sources live in the same platform as the OKRs — no integration brittleness between systems
- OKR Hub AI suggests key results and critiques drafts against best practice and SMART criteria, inside the app where the OKRs live
- Replaces another vendor and identity perimeter with the one you already manage
Perdoo
OKR and strategy execution software
- Strategy, OKRs, and weekly execution comms live in one platform instead of three different surfaces
- A quarter's objectives can be announced with Communications to the same audiences as the rest of your execution comms
- One Mango sign-on covers strategy, goals, recognition, and reviews instead of a separate Perdoo login
WorkBoard
Enterprise OKR and strategy execution
- Embed OKRs into the daily work surface instead of a separate executive dashboard nobody opens
- One per-employee suite license replaces WorkBoard plus the comms, recognition, and performance tools around it
- Goal alignment uses the live HRIS org chart — not a parallel hierarchy admins have to maintain
PLATFORM ADVANTAGE
OKR Hub inherits everything else MangoApps already does
A point OKR tool has to build, buy, or integrate each of these. OKR Hub gets them for free because the platform already runs them.
Identity & SSO
SAML/OIDC SSO, MFA, and SCIM provisioning already cover every contributor. New hires can be aligned to team goals on day one — no separate setup.
HRIS-synced alignment
Goals align up the live reporting chain from your HRIS — no parallel hierarchy to maintain when people change managers or departments.
Updates where people already work
Key-result progress is logged on desktop, in the phone app or by asking Ask AI — inside the app the team already opens, not a separate update tool.
Audit history
Every key-result status change is recorded with who made it, the comment, and when, and check-ins keep their own history.
Mobile app & notifications
Update a KR or check a team's progress from the same branded app employees open for chat, shifts, and pay — no second app to install.
Reminders & alerts
Check-in reminders, a weekly digest, and at-risk, overdue, and quarter-end alerts reach people in-app and by email — no separate notification setup.
INDUSTRY FIT
Built for organizations where OKRs actually need to reach the floor
OKR Hub works for HQ strategy teams and frontline operators
Retail
Store managers see district and corporate OKRs alongside the schedule and comms they already open every shift — and update KRs from mobile.
Healthcare
Unit-level patient-experience and quality OKRs roll up to system goals with the audit trail clinical leadership needs for governance review.
Manufacturing
Plant safety, throughput, and quality OKRs sit alongside the safety and training apps the floor uses — no separate dashboard for line supervisors.
Financial Services
Advisor production, AUM growth, and compliance OKRs align to the Performance Management goals advisors are reviewed on.
Technology
Product, engineering, and GTM key results can carry the Tasks that deliver them, so the work behind a number sits one click from its owner's update.
Professional Services
Utilization, realization, and client-outcome OKRs live in the same platform the partners already use, with weekly check-ins their managers review.
WHY MANGOAPPS WINS
One platform beats a stack of point solutions on every axis
The argument finance, security, IT, and HR all share — and the one an OKR point tool structurally cannot answer.
Cheaper than the stack
One per-employee suite license replaces Lattice OKRs or WorkBoard plus the performance, recognition, and comms tools you stack around them.
More secure
One identity perimeter and one set of roles and permissions across every goal, KR update, and rating. Nothing for security to re-certify.
Easier to deploy
Already deployed if you have MangoApps. Turn the app on, import a goal template, and run your first OKR cycle on the existing org chart the same week.
Easier to use
Contributors update KRs in the same mobile app they use for chat and pay. Adoption stops being a quarterly nag campaign.
Easier to manage
Admins set the fiscal year, check-in cadence, approvals, thresholds, and visibility on one settings page over the org chart you already keep — no parallel population, no separate vendor admin portal.
Easier to extend
Key results link to initiatives, Tasks, and Performance Management goals, so OKRs extend into the work that delivers them.
AI is actually better
OKR Hub AI suggests key results, scores drafts for quality and SMART criteria, and answers what's at risk in chat — and every change it makes waits for a confirmation and runs with the asker's own permissions.
OKR Hub Screenshots
Real product screens from OKR Hub workflows, pulled from the app screenshot gallery.
Pair OKR Hub With AI
OKR AI surfaces my OKRs, team OKRs, at-risk items, alignment cascade, and KR history — and updates key-result progress or activates and completes objectives, each after you confirm.
OKR AI
Alignment, progress, and at-risk, in chat. Every change confirmed.
Customer Success
How Customers Run OKR Programs That Stick
Video Case Studies
Customer Case Studies
Customer Case Studies
Video Case Studies
Customer Case Studies
Customer Case Studies
MangoApps has enabled us to better engage with our employees, which is crucial. People today are very quick to move if a company’s culture doesn’t suit them. You have to understand who your staff are and what they want, otherwise you’re going to battle to retain them.
Alistair Mackenzie
Founder & CEO
Full House
Frequently Asked Questions
Standalone OKR tools work in isolation. In MangoApps, objectives align to Performance goals, key results can carry Tasks, and company objectives can show on Digital Signage screens — inside the same app people use every day, so OKRs aren't a separate ritual.
Yes. Objectives at any level (company, department, team, individual) can be linked as parent or child. The Strategic Cascade shows the full structure as a tree or a list, from company objectives down through key results and connected goals.
By pace. An objective is at risk when its progress trails the share of its time already elapsed by more than 20 points; a key result is at risk when it is due within two weeks and still under 70% and short of target. Both show on the team's objective and key-result lists, and their owners get a weekly at-risk alert. Owners also rate their confidence on every check-in (On track, At risk, or Off track).
Through goals. When the Performance Management integration is on, objectives align to Performance goals and key results map to them, and each goal's page shows the key results mapped to it. OKR scores are not copied into review templates.
Objectives are planned by fiscal quarter, following the fiscal year start month you set; there is no annual or custom planning period. Check-ins run weekly, biweekly, or monthly, set once for the whole organization.
Answers questions about your OKRs, team OKRs, at-risk items, and alignment cascade in chat, and can update key-result progress or activate and complete objectives — each only after you confirm. See the agent for the full capability list.
Let's Talk
Every team. Every employee. Every workflow. One AI platform — built for the frontline. Since 2008, trusted by 2 million+ users with an NPS of 78.
Why Choose Us?
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- Proven Results: 98% customer retention rate.
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