OKR Hub

Set and track objectives and key results aligned to company goals.

MangoApps

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Overview

Objectives set in OKR Hub don't stay inside the OKR app. Company-level objectives and their traffic-light progress can appear on Digital Signage screens, objectives can also align to Performance Management goals through a scored, approvable alignment record, and OKR progress shows up as a personal and team dashboard widget.

Objectives cascade from company through department and team to individual level, and key-result progress is calculated automatically, including for goals meant to go down, like reducing churn or error rate. Scoring uses the Google-style 0.0–1.0 scale with committed and stretch goals graded on different curves. Check-ins run weekly, biweekly, or monthly with a confidence rating and manager review, and a planning wizard rolls objectives into the next quarter.

AI can draft key results from an objective title, score a draft OKR, and check it against SMART criteria — a person applies a suggestion by clicking it, nothing is written automatically.

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.

Learning Growth

Highlights

Set objectives and measurable key results at the company, department, team, and individual level.

Cascade top-level objectives down through the org and visualize alignment in a tree or list view.

Track progress automatically from key-result values, with confidence ratings and traffic-light health.

Run weekly, biweekly, or monthly check-ins with manager review, reminders, and reactions.

Draft stronger OKRs with AI key-result suggestions, quality scoring, and SMART validation.

Report on completion, alignment, and at-risk objectives — and export to PDF, Excel, or CSV.

Capabilities

Objectives & Goal Setting

Company, department, team, and individual objective levels
Committed and stretch goal types with Google-style scoring
Manual, automatic, or hybrid progress calculation
Objective scoring (0.0–1.0) with grades and coaching notes
File attachments and threaded comments on objectives

Key Results & Tracking

Measurable key results with start, current, and target values
Auto progress from current vs. target, with decrease-goal detection
Shared key results with multiple co-owners
Link Tasks directly to a key result
Confidence level and status indicator on every progress update
Progress-update history with editable past entries

Alignment & Cascade

Parent-child objective cascade tree (company → individual)
Strategic cascade view in tree or list layout
Alignment score per objective
Link Initiatives / projects to key results
Align objectives & key results to Performance Management goals

Check-ins & Cadence

Weekly, biweekly, or monthly check-in cadence
Confidence rating per check-in (on track / at risk / off track)
Manager review and written feedback on submitted check-ins
Automated check-in reminder notifications
File attachments and emoji reactions on check-ins

Planning, Reporting & AI

Quarterly planning wizard with objective rollover/cloning
Manager approval workflow (submit / approve / reject) per level
System and custom OKR templates plus a central template library
Executive, team-performance, and quarterly-review reports (PDF)
Export objectives, cascade, and check-ins to Excel (XLSX)
AI key-result suggestions, quality scoring, and SMART validation
AI Ask agent — view OKRs, update progress, activate/complete
Weekly digest and at-risk / overdue alert notifications

Configuration & Access

Configurable traffic-light progress thresholds
Per-level approval requirements (company/department/team/individual)
OKR visibility policy (company-wide or restricted)
Admin feature toggles for scoring, reminders, analytics, and AI
Mobile-optimized OKR and check-in views

Limits & Specs

Objective title length: 200 characters
Objective description: 2,000 characters
Key result unit length: 50 characters
Objective score scale: 0.0 – 1.0 (Google-style)
Supported levels: Company, Department, Team, Individual
Check-in cadences: Weekly, Biweekly, Monthly
Report / export formats: PDF, Excel (XLSX), CSV
Pricing: License required (per-tenant opt-in)

Screenshots

Team objectives — track progress across company, department, and team OKRs

Strategic cascade — visualize how objectives align from company down to individual

OKR insights and analytics — completion trends, confidence, and at-risk objectives

My check-ins — review your weekly OKR check-in history and confidence trends

Use cases

Quarterly OKR planning

Leadership sets company objectives, then uses the planning wizard to cascade and clone them into department and team OKRs, with per-level approval before they go active.

Weekly check-ins

Team members submit check-ins on their key results with a confidence rating and blockers; managers review and leave feedback from their dashboard.

Cross-team alignment

A product manager opens the strategic cascade tree to see how their team's objectives roll up to the company's top-level goals and where alignment is weak.

Initiative tracking

An engineering lead links project initiatives to a key result so delivery progress connects directly to the OKR it supports.

AI-assisted drafting

A new manager types an objective, gets AI-suggested measurable key results, and runs a quality score and SMART check before saving.

Quarterly review meeting

HR generates the quarterly-review report — completion rates, at-risk objectives, and score distributions with year-over-year trends — and exports it to PDF for leadership.

Resources

OKR Hub Datasheet (PDF)

Datasheet

Features, capabilities, pricing model, and FAQ on one downloadable sheet — share it with your team.

FAQ

Key results track a start, current, and target value; progress is calculated automatically (including for decrease goals like reducing churn), or you can set it manually or in a hybrid mode. Final scores use the Google-style 0.0–1.0 scale, with committed and stretch goal types interpreted differently and grade labels ranging from 'Needs Improvement' to 'Perfect'.

Any objective can have child objectives owned by different teams, forming a cascade tree from company down to individual that you can view as a tree or a list. Each objective gets an alignment score, and you can align objectives and key results to Performance Management goals when that app is enabled.

Check-ins run on a weekly, biweekly, or monthly cadence. Each one captures a confidence rating (on track / at risk / off track), a progress summary, blockers, and next priorities. Managers can review and leave written feedback, and owners get automated reminder notifications. Check-ins support file attachments and emoji reactions.

OKR Hub includes Executive Summary, Team Performance, and Quarterly Review reports with filtering by period, department, and job title, plus year-over-year trends. Reports export to PDF, Excel (XLSX), or CSV, and you can export objectives, the strategic cascade, and check-ins to Excel (XLSX).

Yes. From an objective title, AI can suggest measurable key results, score the OKR's quality with best-practice feedback, validate it against SMART criteria, and suggest improvements. The Ask AI agent also lets you view your OKRs, update key-result progress, and activate or complete objectives from chat, each with a confirmation step. An admin can turn AI features on or off.

OKR Hub is for setting and tracking Objectives and Key Results — quarterly, ambitious, team-and-company goal-setting with cascading and check-ins. Performance Management (EPMS) handles individual employee performance: reviews, appraisals, competencies, and ratings. They integrate — you can align EPMS goals to OKR objectives, map goals to individual key results, and cascade company strategy into individual goals — but they are separate apps, each licensed on its own.

OKR Hub requires a license and is opt-in per tenant — an administrator enables it for your business from the Apps Marketplace, and it is disabled by default until then. Contact your MangoApps administrator about enabling it for your organization.