Goals and OKRs
Align organization, department, team and employee goals with measurable outcomes — so everyone can see how their work connects to what the company is trying to achieve.
What you get
Four-level alignment
Organization → department → team → employee. Every goal traces up, and progress rolls up automatically.
Measurable outcomes
Every goal carries a metric and a target, not just a sentence — progress is a number, not a feeling.
Goals feed reviews
Goal attainment flows directly into review cycles as evidence, so reviews start from facts.
Visible all year
Goals live on every employee and manager dashboard — set in January, worked on all year, not rediscovered in December.
Inside Goals and OKRs
Priorities become visible growth sprints with live progress across the whole team.
From company strategy to Monday morning
Goals fail when they live in a slide deck. MeritFlo cascades objectives across four levels — organization, department, team and employee — so every individual goal traces upward to something the company is actually trying to achieve, and progress rolls up automatically as work gets done.
Every goal carries a metric and a target. That discipline keeps goal conversations factual: a check-in starts from the number, not from a recollection. And because goal attainment flows into review cycles as evidence, the year-end conversation is a continuation of the year, not a surprise at the end of it.
One connected platform
Works with the rest of MeritFlo
Every module reads from and writes to the same employee record — connect them in any order.
Frequently asked questions
Yes. The alignment model is the same — what changes is how you configure measurement. Classic goals carry a single metric and target; OKR-style objectives carry multiple weighted key results.
See Goals and OKRs in a live demo
A 30-minute walkthrough using your own process as the example.
Pricing that scales from 50 to 5,000 employees.