OKR software
Turn company priorities into goals every team can measure
01Goals on your real structure
Department and team goals belong to the departments and teams in Skailer, and access follows them.02Progress that rolls up
Weighted key results and sub-goals calculate each parent goal's progress, up the whole chain.03Goals feed reviews
A Goal evaluation question rates the goals that end in the review period.04Check-ins from SK.AI
Ask SK.AI to log progress. It shows the change, and nothing is saved until you confirm.The problem
Company goals stop at the leadership deck
A group with 600 people in Cyprus and Germany sets five company objectives in a quarterly deck. Each department head copies them into their own spreadsheet and adds rows for their teams. Sales in Germany reports progress in a Slack thread, finance in an email, product in a column nobody else understands. By week 6 the COO asks which company goals are at risk, and HR spends a Friday collecting numbers that are already two weeks old. One sheet with a confidential restructuring goal is shared by link. At review time, managers try to remember what each person agreed to in January. Skailer changes that by keeping goals on the same company model as your people data: every goal has a real owner, measured key results and a check-in history, and its progress rolls up to the goal above it.
Goal owners
Set goals for the company, departments, teams and people so every goal has a real owner
Every goal in Skailer starts with its type: Strategic, Department, Team or Personal. A department goal belongs to a department from your org structure and a team goal to a team, so ownership changes when the structure does. Strategic goals name a responsible person in Assign to. Access follows the same structure: roles grant goals for all departments and teams, or only the user's own, and each goal can be Public or Private.
014 goal types
Strategic, Department, Team and Personal, each shown on its card with the owner.02Responsible person
Assign to on strategic goals; a department goal fills in the department's manager when the field is empty.03All or Own scope
All department goals or Own department goals, All team goals or Own team goals, as View or Edit.04Private goals
Restricted to the people added in Visible to, marked with a lock icon in lists.05Manager views
Goals of direct reports and of all subordinates in the reporting tree, when the role allows it.Key results
Measure every goal with weighted key results so progress comes from results
A goal in Skailer is measured by its key results. Each key result has a type, a start value and a target, and gets its current value from check-ins. Weight lets one key result count more than another. Skailer calculates the goal's progress as the weighted average of its key results and its sub-goals, and recalculates every goal above it in the chain.
014 key result types
Number, Percentage, Currency with a chosen currency, and Yes/No.02Start, current and target
Each key result shows its own percent completed.03Weight
1 by default; raise it for the key result or sub-goal that matters more.04Roll-up
A change to one key result updates every parent goal up to the strategic goal.
Alignment
Link every goal to the one above it so anyone can trace work back to strategy
Cascading in Skailer is one field: Parent goal. A department goal links to a strategic goal, a team goal to the department goal, and a personal goal to the team goal. Each child keeps its own timeline, key results and visibility. Goal cards show the parent chain above the title, so people see where a goal fits without opening it. Development goals can stay standalone.
01Parent goal and Sub-goals
The child shows its parent, the parent lists its sub-goals.02Parent chain on cards
Show parent goals expands longer chains and opens each level.03Strategic goals by quarter
Open one to search, filter and create its sub-goals on the same page.04Filter by owner
Owner type Employee, Department, Team or Company, then pick the owners.05Safe restructuring
Deleting a goal with sub-goals lets you move them to the parent level.
Check-ins
Check in on values, status and confidence so problems show before the deadline
A check-in updates a goal's key result values, its status and its confidence level in one step, with a comment. Status follows the lifecycle: Active, Completed, Cancelled. Confidence says whether the goal still looks realistic: On track, At risk, Off track. Every check-in stays in the goal's history with its author. Employees can also ask SK.AI, the assistant in Skailer, to add a check-in: it shows each value as current and new, and nothing changes until they click Confirm.
01One update
Key results, status, confidence and a comment together.02History
Every check-in with its author, date and the values before and after.03Backdated check-ins
Record an update for today or a past date.04SK.AI and MCP
The assistant or Claude through MCP creates goals and adds check-ins within the user's permissions, and can't delete.05Notifications
When goals are created, updated or completed, and when key results change.
Reviews
Bring goals into performance reviews so ratings start from what was agreed
Goals record what was agreed and how it moved; Performance reviews rate it at the end of the period. A review form can include a Goal evaluation question that pulls each employee's goals ending in a chosen period. Reviewers rate each goal, or all goals with one mark, and the answers can count toward the final score. Goals also appear on the employee profile, and when someone leaves, their goals go to the person named in Handover to.
01Goal evaluation question
Goals whose end date falls between Ends from and Ends by.02One mark or one per goal
And the question can still show when an employee has no active goals.03Final score
Goal evaluation answers can be selected for the review's final score.04Profile tab
The goals an employee owns or is assigned to, next to the rest of their record.05Handover
On termination, goals get the successor as owner, so none is left with a former employee.One HR platform
Goals that know your structure and your people
Goals use the departments, teams and reporting lines from Core HR, and the same roles decide who sees them. Managers see the goals of their direct reports and of everyone in their reporting tree. Goals record what was agreed and how it moved; Performance reviews rate it at the end of the period. Surveys and Recognition complete the Performance & Development group.
What is Goals & OKRs in Skailer?
Skailer vs. the alternativesSpreadsheets are free and everyone can open them. Standalone OKR tools go further on goal dashboards, integrations with work tools such as Jira and Slack, and 1:1 meeting agendas. Their owners and teams come from an HR system they sync with. Skailer keeps goals inside the HR system itself.
Where goal spreadsheets and standalone OKR tools stop
| Capability | Spreadsheets & slides | Standalone OKR tools | Skailer |
|---|---|---|---|
| Goal owners | Names typed into cells | Users and teams synced from the HRIS | Departments, teams and employees from the org structure |
| Progress | Typed in by hand | Calculated from key results | Weighted key results and sub-goals, rolled up the chain |
| Alignment | Row references, if any | Goal trees and parent links | Parent goal field, parent chain on every card |
| Access | Whoever has the link | Tool roles and private goals | HR roles with All or Own scope, Private goals with Visible to |
| Updates | Edited cells | Check-ins, often from Slack or Jira | Check-ins in Skailer, by SK.AI or through MCP |
| Reviews | Copied into the form | Linked when the vendor also sells reviews | Goal evaluation question pulls goals for the review period |
| Owner leaves | Goals stay with a former employee | Reassigned by hand | Goals move to the successor named on termination |
How it works
How Goals & OKRs works in Skailer
01Decide who sets which goals
In roles, grant the Goals module and the scopes each group needs: Company goals for leadership, All or Own department and team goals for heads and leads, Employee goals for managers.02Set the strategic goals
In Talent → Goals, create a Strategic goal for the quarter or year, name the responsible person in Assign to and add 2 to 5 key results with start and target values.03Cascade to departments, teams and people
Create department and team goals with the strategic goal as Parent goal. Employees add their own goals from My goals and link them where they support a team goal.04Check in and review
Owners update values, status and confidence in check-ins, by hand or with SK.AI. At the end of the period, a Goal evaluation question brings the same goals into the performance review.Goals & OKRs in Skailer: common questions
What is Goals & OKRs in Skailer?
It's the goal management module of the Skailer HR platform. Teams set strategic, department, team and personal goals, measure them with weighted key results, update them through check-ins and link them to parent goals so progress rolls up to company objectives.