Best OKR Software in 2026
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.
Align teams around measurable goals, without the spreadsheet chaos
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. Toolradar data: 751 of the 1,602 productivity tools we track are freemium, the model most OKR platforms adopt.
Top Picks
Picked by editorial review, informed by G2 and Capterra review volume and rating and by media mentions, the signals behind our category rankings. How we rate
| Tool | Starting price | Rating | Best for |
|---|---|---|---|
| Lattice | From $10/mo | 4.4 4,124 reviews | Organizations wanting OKRs connected to performance reviews and 1-on-1s in one platform |
| 15Five | From $4/mo | 4.6 1,927 reviews | Teams wanting OKRs embedded in a weekly manager-employee check-in rhythm |
| Quantive (Gtmhub) | From $9/mo | 4.6 496 reviews | Large organizations wanting dedicated, data-connected OKR management |
| Weekdone | Free | 4.4 104 reviews | Small teams that want a lightweight OKR + weekly status tool. |
| Perdoo | From $8/mo | 4.4 627 reviews | Mid-size teams that want OKR + KPI tracking on the same platform. |
| Ally.io (Microsoft Viva Goals) | Custom | n/a | Enterprises on Microsoft 365 that want OKRs tightly integrated with Teams. |
| WorkBoard | Custom | 4.4 427 reviews | Large enterprises that want OKRs tied to strategy execution and operating reviews. |
| Betterworks | Custom | 4.4 258 reviews | Mid-large enterprises that want OKRs + performance reviews on one HRTech platform. |
| Leapsome | From $6/mo | 4.5 2,674 reviews | Mid-size companies that want OKRs + reviews + learning + engagement bundled. |
Organizations wanting OKRs connected to performance reviews and 1-on-1s in one platform
- Pro: OKR progress feeds directly into performance review conversations, no context switching
- Pro: Alignment tree visualization shows cascading objectives across the entire organization
- Pro: Check-in reminders and weekly updates keep OKRs visible between quarterly reviews
- Con: OKRs at $6/person/month requires Performance at $11/person/month, total $17/person/month for the combination
- Con: Platform complexity if all you want is standalone OKR tracking, you're buying people management suite
Lattice's pricing for HRIS at $10/seat/month and Talent Management at $11/seat/month is competitive, especially with the modular add-ons.
Teams wanting OKRs embedded in a weekly manager-employee check-in rhythm
- Pro: OKRs included in Perform plan at $10/user/month, no extra cost on top of check-ins
- Pro: Weekly check-in model naturally surfaces OKR progress without separate update sessions
- Pro: High Five peer recognition creates social reinforcement around goal achievement
- Con: OKR alignment visualization less sophisticated than Lattice or Quantive, limited cascading views
- Con: Better suited for continuous goals than strict quarterly OKR cadence
15Five's pricing is on the higher side compared to some market alternatives, especially the "Perform" tier at $11/user/month for core performance features.
Large organizations wanting dedicated, data-connected OKR management
- Pro: Free plan for up to 5 users, test with leadership team before company-wide rollout
- Pro: Strongest data integrations: auto-update key results from Jira, Salesforce, HubSpot, Looker, and 150+ sources
- Pro: Most sophisticated alignment visualization, see cascading goals across entire organization in one click
- Con: Steeper learning curve than Lattice or 15Five, dedicated admin helpful for configuration
- Con: Enterprise pricing for advanced features (custom integrations, API access) is custom-quoted
Quantive's pricing is quite generous, offering a free Essentials tier for up to 5 users.
Small teams that want a lightweight OKR + weekly status tool.
- Pro: Simple OKR UX
- Pro: Weekly check-ins
- Pro: Reasonable per-user pricing
- Con: Limited integrations
- Con: Best for SMB
Weekdone's pricing is incredibly generous, offering a fully-featured 'Free' tier that includes dedicated OKR coaching and extensive integrations.
Mid-size teams that want OKR + KPI tracking on the same platform.
- Pro: Combined OKR + KPI tracking
- Pro: Strong dashboards
- Pro: Mature mid-market presence
- Con: Per-user pricing
- Con: Best for mid-market
Perdoo's pricing is quite fair, especially with a generous Free tier that offers core OKR and KPI tracking.
Watch out
No explicit seat minimums mentioned
Enterprises on Microsoft 365 that want OKRs tightly integrated with Teams.
- Pro: Strong Microsoft 365 integration
- Pro: Tight Teams + Azure AD
- Pro: Mature enterprise platform
- Con: Best for Microsoft shops
- Con: Per-user pricing
Large enterprises that want OKRs tied to strategy execution and operating reviews.
- Pro: Strong strategy execution
- Pro: Mature enterprise OKR
- Pro: Strong analytics
- Con: Pricing enterprise-only
- Con: Long implementation
Mid-large enterprises that want OKRs + performance reviews on one HRTech platform.
- Pro: OKR + performance bundle
- Pro: Mature enterprise platform
- Pro: Strong integrations
- Con: Pricing enterprise-only
- Con: Per-user pricing
This approach often indicates a premium service tailored to larger organizations with complex needs.
Mid-size companies that want OKRs + reviews + learning + engagement bundled.
- Pro: OKR + reviews + learning
- Pro: Strong UX
- Pro: Mature mid-market presence
- Con: Pricing aimed at mid-market
- Con: Per-user pricing
Leapsome's pricing is fair, offering specialized modules at competitive rates.
Watch out
Potential for seat minimums on lower tiers
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
Goal Alignment (Essential)
Visualize how objectives cascade and connect across the organization
Progress Tracking (Essential)
Track key result progress with regular check-ins
OKR Templates (Important)
Frameworks and examples for setting good OKRs
Reporting (Important)
Dashboards showing completion rates and goal health
Integrations (Important)
Connect with project management, CRM, and data sources
Check-in Reminders (Important)
Automated prompts for regular goal updates
Performance Integration (Nice to have)
Connect OKRs to reviews and development
Analytics (Nice to have)
Insights on goal-setting patterns and achievement rates
Key Factors to Consider
Standalone OKRs or part of people platform?
Company size: some tools are better for different scales
OKR maturity: new to OKRs vs. established practice
Integration needs: performance management, project tools, data sources
Existing tools: Microsoft, Atlassian, or other ecosystem alignment
Evaluation Checklist
Create a sample OKR hierarchy: company objective → department objectives → team key results. Can you visualize alignment across all levels in one view?
Test the weekly check-in workflow, send a progress update reminder and complete it as a team member. Is it quick (under 2 minutes) or cumbersome?
Verify integration with data sources, can key results auto-update from Salesforce (revenue), Jira (velocity), or Google Analytics (traffic)? Manual updates reduce adoption
Test with 10 users for 2 weeks, the real test is whether people actually log in and update progress. If adoption drops after week 1, the UX isn't good enough
Check reporting on goal completion rates, can leadership see cross-company OKR progress in a single dashboard without manual aggregation?
Pricing Overview
Starter
Quantive free (5 users), Quantive Essential $9/user/mo, 15Five Engage $4/user/mo
$0-$9/user/month
Professional
15Five Perform $10/mo (includes OKRs), Lattice Performance $11/mo + OKRs $6/mo
$10-$17/user/month
Enterprise
15Five Total Platform $16/mo, Lattice full suite $17+/mo, Quantive custom
$16-$25+/user/month
Mistakes to Avoid
- ×
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
- ×
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
- ×
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
- ×
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
- ×
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
- →
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
- →
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
- →
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
- →
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
- →
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.
Cite this page: Toolradar, "Best OKR Software in 2026", https://toolradar.com/guides/best-okr-software
Sources
Prices and plan details on this page come from each vendor's own pricing page, re-checked by the Toolradar pricing tracker:
- Lattice pricing, checked
- 15Five pricing, checked
- Quantive (Gtmhub) pricing, checked
- Weekdone pricing, checked
- Perdoo pricing, checked
- WorkBoard pricing
- Betterworks pricing, checked
- Leapsome pricing, checked
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