Best OKR Software
Align teams around measurable goals—without the spreadsheet chaos
TL;DR
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
Goal Alignment
essentialVisualize how objectives cascade and connect across the organization
Progress Tracking
essentialTrack key result progress with regular check-ins
OKR Templates
importantFrameworks and examples for setting good OKRs
Reporting
importantDashboards showing completion rates and goal health
Integrations
importantConnect with project management, CRM, and data sources
Check-in Reminders
importantAutomated prompts for regular goal updates
Performance Integration
nice-to-haveConnect OKRs to reviews and development
Analytics
nice-to-haveInsights 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
Pricing Overview
OKR tools typically charge per user per month, often as part of broader people platforms.
Starter
$4-$8/user/month
Basic OKR tracking, smaller teams
Professional
$8-$15/user/month
Full features, growing organizations
Enterprise
$15-$25+/user/month
Large organizations, advanced needs
Top Picks
Based on features, user feedback, and value for money.
Lattice
Top PickOKRs integrated with complete people management
Best for: Organizations wanting OKRs connected to performance and engagement
Pros
- Integrated people platform
- Good OKR features
- Performance connection
- Modern interface
Cons
- Platform complexity if you just want OKRs
- Pricing adds up
- May be overkill for small teams
- Learning curve
15Five
OKRs with continuous feedback and check-ins
Best for: Teams wanting OKRs combined with regular manager-employee check-ins
Pros
- Great check-in integration
- Good value
- Easy adoption
- Feedback-focused
Cons
- OKR features less sophisticated
- Less enterprise-ready
- Limited alignment visualization
- Better for continuous goals than quarterly
Quantive (Gtmhub)
Enterprise OKR platform with advanced features
Best for: Large organizations wanting dedicated, sophisticated OKR management
Pros
- Comprehensive OKR features
- Good enterprise capabilities
- Strong data integrations
- Alignment visualization
Cons
- Complex
- Enterprise pricing
- Steeper learning curve
- May be too much for simpler needs
Common Mistakes to Avoid
- Buying software before committing to the OKR process—tools don't fix culture
- Too many objectives—focus on 3-5, not 10-15
- Key results that are tasks, not outcomes—measure impact, not activity
- Setting and forgetting—OKRs need regular review cadence
- Tying OKRs directly to compensation—creates gaming behavior
Expert Tips
- Start with manual OKRs or simple tools to validate process before investing
- Train managers on good OKR setting—software can't fix bad objectives
- Weekly progress updates, not quarterly—keeps goals front of mind
- Separate stretch goals from committed deliverables—set expectations clearly
- Use OKRs for alignment, not micromanagement—trust teams on the 'how'
The Bottom Line
Lattice is excellent when you want OKRs integrated with performance management. 15Five works well for teams emphasizing continuous check-ins. Quantive offers the most sophisticated standalone OKR features for enterprise. But remember: OKR software enables good process, it doesn't create it. Get buy-in on the methodology first.
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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