Best OKR Software
Align teams around measurable goals—without the spreadsheet chaos
By Toolradar Editorial Team · Updated
Lattice offers OKRs as part of a complete people management platform. 15Five combines OKRs with continuous feedback and check-ins. Ally.io (Microsoft Viva Goals) integrates with Microsoft 365. For pure OKR focus, Gtmhub/Quantive provides comprehensive goal management. Choose based on whether you want standalone OKRs or integrated performance management.
OKRs (Objectives and Key Results) work—when implemented well. The framework isn't complicated, but execution at scale requires tooling. Spreadsheets break down with alignment visibility, progress tracking, and cross-functional coordination. OKR software provides the structure, but success still depends on organizational commitment to the process.
What is OKR Software?
OKR software manages the Objectives and Key Results goal-setting framework. Core features include: objective creation and cascading, key result tracking, progress updates, alignment visualization (who's working on what), and reporting. Many platforms integrate OKRs with performance management, check-ins, and engagement.
Why OKR Software Matters
Spreadsheet OKRs fail at scale. You can't see alignment across teams. Progress updates are manual and sporadic. Goals get set and forgotten. Software provides visibility, accountability, and the rhythm of regular updates. It won't fix bad OKR implementation, but it enables good implementation to scale.
Key Features to Look For
Visualize how objectives cascade and connect across the organization
Track key result progress with regular check-ins
Frameworks and examples for setting good OKRs
Dashboards showing completion rates and goal health
Connect with project management, CRM, and data sources
Automated prompts for regular goal updates
Connect OKRs to reviews and development
Insights on goal-setting patterns and achievement rates
Key Factors to Consider
Evaluation Checklist
Pricing Overview
Quantive free (5 users), Quantive Essential $9/user/mo, 15Five Engage $4/user/mo
15Five Perform $10/mo (includes OKRs), Lattice Performance $11/mo + OKRs $6/mo
15Five Total Platform $16/mo, Lattice full suite $17+/mo, Quantive custom
Top Picks
Based on features, user feedback, and value for money.
Organizations wanting OKRs connected to performance reviews and 1-on-1s in one platform
Teams wanting OKRs embedded in a weekly manager-employee check-in rhythm
Large organizations wanting dedicated, data-connected OKR management
Mistakes to Avoid
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Buying OKR software before validating the process — Run 1-2 quarters of OKRs in Google Sheets first. If the process doesn't stick manually, software won't fix it. Tool investment only makes sense after the methodology is adopted
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Too many objectives per team — Research shows 3-5 objectives per team per quarter is optimal. More than 5 means nothing is truly prioritized. Software makes it easy to create objectives—that's a risk, not a feature
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Writing key results as tasks, not outcomes — 'Launch feature X' is a task. 'Increase activation rate from 40% to 55%' is a key result. Software can enforce this pattern—Quantive's coaching feature helps here—but training matters more
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Setting and forgetting until quarterly review — OKRs need weekly 5-minute progress updates. Without regular check-ins, they become ignored documents. 15Five's weekly check-in model naturally prevents this
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Tying OKRs directly to bonuses — Linking compensation to OKR completion creates sandbagging (easy goals) and gaming. Use OKRs to inform performance conversations, not determine compensation. Google famously expects 70% OKR completion as healthy
Expert Tips
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Start with leadership OKRs first — Run a free Quantive pilot with the leadership team (5 users free). Once executives model the behavior and see value, company-wide adoption becomes easier to justify and fund
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Connect key results to data sources — Manual updates kill OKR programs. If 'Increase MRR to $500K' auto-updates from Stripe, and 'Reduce ticket resolution time to <4h' pulls from Zendesk, updates happen without effort. Quantive leads here with 150+ integrations
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Weekly 5-minute confidence updates, not detailed reports — Ask each key result owner: 'On a scale of 1-10, how confident are you?' This takes 30 seconds per KR and surfaces problems faster than detailed progress reports
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Separate stretch goals from committed deliverables — Use two OKR types: committed (must achieve—resources allocated) and aspirational (stretch—expected 70% completion). Software can label these differently. Without this distinction, teams either sandbag or burn out
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Review and retire OKRs mid-quarter if needed — Markets change. Don't force teams to pursue irrelevant objectives for 12 weeks because 'we committed.' Good OKR software (Lattice, Quantive) supports mid-quarter adjustments with change history
Red Flags to Watch For
- !OKR tool requires a separate app/login from your existing people platform—if it's not where employees already work, adoption will be under 30%
- !No automated reminders for progress updates—without nudges, OKRs get set in January and forgotten until March review
- !No alignment visualization—the entire point of OKR software over spreadsheets is seeing how goals cascade. If alignment view is basic or missing, use Google Sheets instead
- !Per-user pricing with no minimum viable tier—paying $15/user/month × 200 users = $3,000/month for goal tracking is hard to justify vs a $0 Google Sheet
The Bottom Line
Lattice ($11 + $6/person/month) is excellent when you want OKRs integrated with performance management and engagement in one platform. 15Five ($10/user/month) works well for teams emphasizing continuous weekly check-ins over formal quarterly cycles. Quantive (free to $9/user/month) offers the most sophisticated standalone OKR features with the best data integrations. But remember: OKR software enables good process—it doesn't create it. Run OKRs manually first, then invest in tools when the process sticks.
Frequently Asked Questions
When does a company need OKR software?
Typically at 50+ employees when alignment across teams becomes challenging, or when spreadsheet OKRs aren't getting updated. Smaller companies can often manage with simple tools or even Google Sheets.
Should OKRs be tied to performance reviews?
Carefully, if at all. Direct ties create gaming (sandbagging, easy targets). Better approach: OKRs inform performance conversations but aren't the only factor. Achievement against stretch goals shouldn't be penalized.
How often should OKRs be reviewed?
Set quarterly (most common), review weekly. Quick check-ins on progress, blockers, and confidence keep goals top of mind. Without regular review, OKRs become set-and-forget—and fail.
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