Pick by who owns the OKRs: strategy, HR or the teams doing the work.
If the strategy office owns them and the CEO reviews them, buy a strategy execution platform such as WorkBoard or Profit.co. These hold OKRs next to scorecards, business reviews and portfolios. If teams own them and you want a tool built only for goals, buy a dedicated OKR tool such as Perdoo or Tability; most publish prices and offer a free plan or trial. If HR owns them and goals feed performance reviews, use the goals module of a performance suite such as Lattice or Betterworks. If the work already lives in Asana and you only need goals linked to projects, the goals feature in its Advanced tier may be enough.
Decide first whether OKR scores will feed performance reviews. Then pick the approach.
Why okr software matter
OKRs translate a strategy into a short list of quarterly outcomes, each with measurable key results and a named owner. They decide which initiatives get people and attention this quarter, and which do not.
Without software, OKRs usually live in a spreadsheet or slide deck that is current on the day it is approved. Check-ins lapse. Key results are scored from memory at quarter end. Leaders cannot see which teams' goals support which company objective, so duplicated and orphaned work goes unnoticed.
OKR software keeps the hierarchy, asks owners for weekly or regular check-ins, pulls progress from systems such as Jira or Salesforce, and reports on alignment. For a leadership team, the payoff is a quarterly review built on current numbers rather than on opinions, and a record of what was promised and what was delivered.
Who buys it
Chiefs of staff, strategy and operations leaders, and HR leaders. Buyers range from startups with a few teams to enterprises with thousands of employees.
Typical triggers: adopting OKRs for the first time, an OKR spreadsheet that has stopped being updated, a new CEO who wants a quarterly operating rhythm, or a move to tie goals to performance reviews. In 2025 two triggers forced switches: Microsoft retired Viva Goals on December 31, 2025, and WorkBoard acquired Quantive and moved its customers to the WorkBoard platform.
Before you buy: what teams do without one
Many companies run OKRs in a spreadsheet, a shared document or a slide deck. That works for a single leadership team with a dozen key results.
Others use the goals feature of a tool they already pay for: a work management app such as Asana, or the goals module of an HR suite. That avoids a new contract but ties OKRs to the tool's owner, whether operations or HR.
A dedicated product pays once several teams set OKRs that must align to company objectives, check-ins stop happening without reminders, or key results should update from source systems instead of being typed in.
What good looks like
| Capability | What good looks like | Why it matters |
|---|---|---|
| Alignment and hierarchy | Company, team and individual goals linked in a tree or strategy map, with goals allowed to support more than one parent. | Alignment is the main reason to buy. A flat list of goals shows no links between team and company objectives. |
| Check-ins and reminders | Scheduled check-ins with reminders in Slack or Teams, and a status update that takes owners little effort. | OKR programs stall when check-ins stop. |
| Data integrations | Key results that update from Jira, Salesforce, spreadsheets or BI tools without manual entry. | Manually typed numbers go stale between check-ins. |
| KPIs alongside OKRs | Ongoing health metrics tracked next to time-bound OKRs, on the same dashboards. | Most of what a business measures is not an OKR. |
| Reporting and reviews | Dashboards and board views that build quarterly review packs from live data. | Quarterly reviews are where OKRs change decisions. |
| Link to performance management | A clear setting for whether goals feed reviews, calibration and pay. | Tying OKRs to pay changes how people set targets. |
| AI assistance | Draft OKRs from a plain-language outcome, summarized check-ins, and AI usage limits stated in the contract. | AI features are often metered by credits or gated to higher tiers. |
How okr software are built, and who sells each kind
Vendors in this category can take a labeled Spotlight slot on this guide. How Spotlight works
Strategy execution platforms
OKRs sit inside a wider system that also covers scorecards, business reviews, portfolio management and often performance management. Sold to enterprises after a demo.
Fits: Large organizations where a strategy office runs the operating rhythm.
- WorkBoardLarge enterprises running OKRs with scorecards, business reviews and portfolios, including former Quantive customers.
- Profit.coOrganizations that want OKRs, balanced scorecard, Hoshin Kanri, reviews and projects in one product.
Dedicated OKR tools
Products built for goals, OKRs, KPIs and check-ins, with strategy maps and integrations. Most publish per-user prices and offer a free plan or trial.
Fits: Companies that want to run OKRs well without buying an HR suite or an enterprise platform.
- PerdooTeams that want to start free with up to 5 users and track OKRs and KPIs on one strategy map.
- TabilityStartups and growth companies that want check-ins synced from Jira, Linear or Salesforce.
- MooncampCompanies that want to set their own OKR rules and hierarchy, from 5-user teams to enterprise plans.
Performance management suites
HR platforms where goals and OKRs are one module next to reviews, feedback, engagement surveys and compensation.
Fits: Organizations where HR owns goal-setting and goals feed performance reviews.
- BetterworksHR-led organizations that want goals tied to feedback, reviews and skills data.
- LatticeHR teams that want a goals and OKR module next to reviews and engagement surveys, bought module by module.
- LeapsomeCompanies that want goals and OKRs inside a wider HR platform that also covers HRIS, reviews and surveys.
Goals in work management tools
A goals feature inside a project and work management app, with goals linked to the projects and portfolios that deliver them.
Fits: Teams that already run their work in that app and need goals, not a full OKR program.
- AsanaTeams already on Asana that want goals linked to the projects and portfolios that deliver them.
How to choose
Who owns the program
Strategy-owned programs need reviews, scorecards and portfolios. HR-owned programs need reviews and calibration. Team-owned programs need low-friction check-ins.
Configurability
Check whether you can set your own hierarchy, scoring scale, required fields and closing process, or must adopt the vendor's OKR method.
Integrations by tier
Slack and Teams are common in every tier. Salesforce, BI and custom integrations are often reserved for higher tiers or enterprise plans.
License types
Some vendors sell cheaper view-only licenses; others charge every user the same. This decides the cost of showing OKRs to the whole company.
Link to pay and reviews
Suites make it easy to pull goals into reviews. Decide whether you want that before signing.
Vendor continuity
Microsoft retired Viva Goals and WorkBoard absorbed Quantive in 2025. Ask about ownership, funding and migration support.
How pricing works
Dedicated OKR tools mostly publish prices. As of October 2026, published prices for dedicated OKR and goals products ran from $6 to $25 per user per month, with most plans at $12 or less. Free trials are common, and some vendors offer a free plan for up to 5 users. Some vendors set minimum user counts, often higher on enterprise plans.
Performance suites price per seat per module, so goals are one line next to reviews and engagement. Enterprise strategy execution platforms quote after a demo. A newer cost line is AI: some vendors meter AI features with credits per user per month.
| Model | How it works | Watch for |
|---|---|---|
| Per user per month, tiered | A published price per user, with higher tiers adding SSO, dashboards and premium integrations. Annual billing is cheaper than monthly. | Features you need, such as SSO or Salesforce integration, that sit only in the top tier. |
| Per seat per module | Goals and OKRs sold as one module of an HR suite, priced per seat and added to performance or engagement modules. | Base-module requirements and the cost once every employee needs a seat. |
| Enterprise quote | Annual contract after a demo, often with minimum user counts, data residency, SLAs and a customer success manager. | User minimums and what migration and onboarding help is included. |
| AI credits | AI actions such as drafting OKRs or summarizing reviews consume credits from a per-user allowance, with extra packs sold on top. | What happens when the allowance runs out mid-quarter. |
Implementation
- Decide the rulesSet the cycle length, the levels that set OKRs, the scoring scale, and whether OKRs feed performance reviews. Write it down before configuring.
- Pilot with 1 or 2 teamsRun a full quarter with the leadership team and one other team. Many vendors offer a free plan or trial for this.
- Connect the dataLink key results to Jira, Salesforce, spreadsheets or BI tools so progress updates without manual entry.
- Roll out and reviewExtend to all teams at the start of a quarter. Run the first quarterly review from the tool's dashboards, not from slides.
Confirm before you sign
- The tool supports our hierarchy and scoring scale without workarounds.
- Check-ins work inside Slack or Teams for the people who will update most.
- The integrations we need, such as Jira or Salesforce, are in the tier we are buying.
- SSO and SCIM provisioning are included, or priced in the quote.
- View-only access for employees who only read goals is priced, if offered.
- We control whether goals feed performance reviews.
- AI features, credit limits and the data they read are stated in the contract.
- Minimum user counts and price per user at our year-2 headcount are in the quote.
- Migration help from our current tool or spreadsheet is included.
- We can export all goals, check-ins and history if we leave.
Questions to ask in a demo
- Import our current OKR spreadsheet and show the resulting hierarchy. What did not map?
- Show a key result that updates from Jira or Salesforce without anyone typing a number.
- Run a check-in from Slack or Teams. How many clicks does it take?
- Show the dashboard our CEO would use in a quarterly review. Can it export to slides?
- How do we stop OKR scores flowing into performance reviews?
- Show the AI drafting an OKR. How are AI credits counted, and what happens when they run out?
- What does a view-only user cost, and what can they see?
- Who owns your company, and what happens to our contract if you are acquired?
Frequently asked questions
What is OKR software?
OKR software holds objectives and key results for a company, its teams and individuals, linked so each goal shows what it supports. It reminds owners to check in, tracks progress, pulls numbers from tools such as Jira or Salesforce, and builds dashboards for quarterly reviews. Some products are dedicated OKR tools; others are modules of HR suites or strategy execution platforms.
What replaced Microsoft Viva Goals?
Microsoft retired Viva Goals on December 31, 2025, and stopped new development on December 5, 2024. It offered data export through the API, Excel and PowerPoint, and did not name a successor. Former customers moved to other OKR products: WorkBoard said dozens of enterprises chose it, and Perdoo's pricing page quotes customers who switched from Viva Goals.
What happened to Quantive (formerly Gtmhub)?
WorkBoard acquired Quantive on May 28, 2025, and said Quantive customers would transition to the WorkBoard platform over the following months. Quantive investors took an observer seat on WorkBoard's board. If Quantive was on your shortlist, evaluate WorkBoard in its place and ask how the migration of Quantive data works.
How much does OKR software cost?
As of October 2026, dedicated OKR and goals products that publish prices listed $6 to $25 per user per month, with most plans at $12 or less and annual billing cheaper than monthly. Free trials are common, and some vendors offer a free plan for up to 5 users. Enterprise plans and strategy execution platforms quote after a demo. HR suites price goals as a per-seat module.
OKR software or a performance management suite?
Choose a dedicated OKR tool if the goal is alignment and execution and you want OKRs kept apart from pay. Choose a performance suite if HR owns goals and wants them inside reviews, feedback and calibration. Many companies already own an HR suite with a goals module, so check that before buying a separate tool.
Sources
Written by Stratrix editors from public sources and checked claim by claim by a second AI model against those sources. Vendors named in the editorial sections did not pay to be included. Spotlight listings are paid and labeled. Methodology and corrections