Goals / OKRs

Objectives on Employee — aligned to work, not a second task tracker and not the review form itself.

Objectives

Goals on the person, work on the project

Goals / OKRs live on Employee. Delivery execution remains Task / TaskActivity. Reviews read goals; they are not the goal store.

Performance → Goals / OKRs Route /performance/goals Org flag goalsEnabled Employee · Manager · HR

Write objectives, keep progress, bring them into the review cycle.

Employees and managers. HR administers cycles.

Set, check in, update, take into review.

OKR kickoff. A KR that became a project. Mid-year drift. Before review write-up.

ⓘ

Not a backlog

My work is delivery. Compensation is pay. This register is talent objectives.

Create a goal, update progress, use it in reviews.

flowchart TD
  A[Open Goals] --> B[Create / edit]
  B --> C[Align owner]
  C --> D[Progress]
  D --> E[Reviews read it]

Goals are talent objectives on Employee. Tasks are delivery. Reviews reference goals; they do not replace them.

1. Don’t task-ify every KR

Delivery still on Task.

2. Owner is Employee

Not a ghost.

3. Mask

If goals include pay targets.