There are plenty of tools out there to handle, align and evaluate OKRs within teams and organisations. Here you receive some orientation and advice. Never forget that OKRs is about the right mindset. Tools won´t help you in that aspect. The good message is: you don´t need an OKR software to start with OKRs!
Tools are great to handle transparency of goals, to align dependencies and priorities across teams, to visualise how OKRs connect throughout hierarchy levels and to have a common approach to evaluate what you have accomplished. They also can help to break down Key Results into tasks or actions and support communication between teams. That´s quite a lot and can make things more complex as they actually are.
OKR Methodology comes first, then software! Never trust a tool which tries to dictate you how to use OKRs in your organisation.
Make sure you first fully understand the methodology and how to best use the different OKR parameters in your organisation. Remember, OKRs need to be adopted to your needs, business and culture. It also helps a lot when your employees understand the principles of OKRs first so that your chosen software tool is no hurdle - especially in the implementation phase. Try to reduce complexity when you start with OKRs. Your teams still need to concentrate on their business. So it might be the better option to draft your first sets within excel and then switch to a tool of your choice. This way you know what matters most, what kind of tool support you actually need and whether you need licences for 200 employees or just 50 team leaders. Worth checking ;-)
Check out a few guiding questions to pick the right OKR tool on the bottom of this page.
"The good message is: you don´t need an OKR software to start with OKRs!"
Here is an overview about the different types of software tools out there and how we see their positioning right now. This is not meant to be a buyer´s guide, but a classification to give some guidance in which direction you should be looking. Be aware that these positionings can change with the release of new features, but these clusters seem to be quite consistent over the last years:
It is absolutely o.k. to start with these free options. Once you are a smaller organisation with less than 50 employees or a team, you can easily handle your OKRs with xls. Or you use it as an interim solution to get a feeling in order to make a better decision what you think is important from a software tool perspective. Even if you have made the decision to go with a tool, it´s usually easier for your employees to draft their first sets within excel and then transfer the final OKR sets into the software - just to minimise complexity in the starting phase. Go get the free OKR template for xls or Google Sheets.
Worth a look is Airtable with its SaaS approach on spreadsheets and databases. Free with essential features, super flexible and great to work across teams. They also provide a solid OKR base template to start with, however this will require some learning effort for teams to use it.
These tools are made for task-, workflow-, collaboration- or project management. Although for Asana or Trello there are no OKR-specific add-ons available ( at least as far as we are aware), it is possible to manage OKRs with them. You´ll find best practices or blog articles on how to do it on the web.
However coming from the OKR methodology side, there might be two downsides:
The advantage on the other hand, is that you don't need to add and train just another software platform, if you run one of these tools already.
Some words about Trello. In case you want to go for Trello to track your OKRs, you should be using the following logic. (btw. Trello is now part of Atlassian)
This pretty widespread collaboration & agile software development suite is definitely suitable to manage OKRs (also if you just use the Confluence part). Every team is actually using a separate confluence page to manage and track their OKRs. You can also use our free OKR template and rebuild it as Confluence page template for teams. Experts use the "Exerpt-Include Macro" to link e.g. Team-OKRs to Department- or Company OKRs. In case you also use Jira, you can link Key Results with Jira-Tasks. So, in case you have Confluence in place already, it is indeed a good choice to go for it first and give it a try to handle OKRs through a template and a page structure per team. There is also an unsupported Team Playbook available which might be a good start to create your perfect template within Confluence. Another option is Upraise which works on top of Jira as a separate OKR tool.
Here the focus is on managing goals with OKRs in an organisation. Main differences between these tools are UI, usability, the ability to link tasks to OKRs and the ability to integrate other software you´re using in your work environment (e.g. Slack, Jira, Analytics, Salesforce ect...).
Gtmhub is focussing a lot on these integrations with other software you´re using in your organisation, allowing to automatically update Key Result progress which is great for your weekly check-ins. They call it „data driven OKRs“.
Perdoo seems to be going in the same direction but with clearly less integrations however a clear focus on handling OKRs and KPIs.
Weekdone has made quite some changes recently resulting in a nice integration of OKRs with individual contributions, weekly check-ins, progress reports and recognition.
Seattle based Ally is relatively new on the market as a public product, however has a long history as a spin off from an internal development to manage goals with OKRs. It comes with great usability and seamless Slack Integration. Btw. UK-based Workteam has a similar history. They do have a nice approach to follow up OKRs in weekly check-ins for 1-to-1s or team meetings.
Zokri comes with another positioning as their features and usability is designed especially for SaaS Companies. The typical success drivers and KPIs of SaaS companies are pre-defined and tagged to support easy formulation and good OKR quality.
Features like usability and progress visualisation/ gamification aspects are very subjective ones, so best advice is to look into the different tools. Features like aligning Key Results or connecting your longterm strategies across departments and quarterly OKRs and visualizing this easily, is something crucial from a methodology perspective, but in the end also a bit subjective. So go and check out the free versions to test or apply for a demo.
Having conducted many OKR implementations, we see the need for organisations to combine a full blown OKR software tool with the ability to do continuous feedback loops and take these as one component for performance reviews or handling performance reviews with the same platform. This absolutely makes sense although OKRs are not supposed to be a performance management tool. There should never be a direct connection between OKRs, it´s achievement and compensation or bonus. However it´s an excellent source to do continious feedback loops with your direct reports. Its great to listen to the pulse of your organisation. The blended results of these ongoing and regular feedback loops might then be an indicator for a later 360 degree performance evaluation. An interesting feature some players in this category are offering is doing regular Pulse surveys with employees which is great because many outcome based OKRs actually target effects at employee level and many organisations can't measure this easily.
Knowing that the word „performance management“ can have various interpretations out there, these simple questions can help to identify whether this cluster might be relevant for you:
Guess we don´t have to explain the logic behind the possible answers ;-) Anyway, also here clear advice is to go and check out the free versions or apply for a demo. Btw most of these tools offer full Jira integration - actually Upraise is a Jira add-on, but offers only basic functionality and usability compared to the other tools in this segment. Worth mentioning in this segment for smaller and medium sized companies is Atiim, 15five and Leapsome. Interesting to look at is Reflektive (written with a "k") who are actually going more into the HR direction with People Management and Performance Management as well as CFRs next to OKRs.
Compared to all other players out there, BetterWorks is more a solution for large or enterprises. Or in other words: they do have a track record with large enterprises, whereas most of the others started and are growing within the 50-500 employee category. What we mean with large? Starting around 1000 employees – and we mean employees who will "own" an OKR set. BetterWorks is working towards a modern business operating system which includes task management, goal setting/ OKRs, continuous 360 degree feedback, performance management and loads of software integrations.
As said, this is not meant to be a buyer´s guide, but good for some orientation. And...it´s for sure not complete. Please send in your comments and suggestions and we will be happy to adapt the list. Looking forward for your constructive comments!
Guiding questions to pick the right OKR tool:
When you are in the decision making process for an OKR tool, you are easily overwhelmed by feature lists and marketing buzzwords. Here are some guiding questions to help you picking the right tool for you. Use them when you play around with free versions or when you ask for a demo. These questions will help you to judge based on the user experience for some key features.