OKRs and Goals

OKRs (Objectives and Key Results) help your team focus on what matters and track progress transparently.

The three levels

• Company OKRs — set by leadership, visible to everyone
• Team OKRs — set by department heads, aligned to company OKRs
• Individual OKRs — set by each employee, aligned to team OKRs

Step 1: Create a company objective

1. Go to OKRs and Goals in the sidebar.
2. Click New Objective.
3. Fill in: Title (e.g. "Grow MRR to 100k by end of Q3"), Level (Company), Owner, Cycle (Q3 2026).
4. Click Save.

Step 2: Add key results

Key results are measurable milestones. Under the objective, click Add Key Result:

• Title — e.g. "Onboard 15 new clients in July"
• Metric type — Number, Percentage, Currency, or Binary (done/not done)
• Starting value and Target value
• Owner

Tip: Aim for 3–5 key results per objective. Too many and nothing gets focus.

Step 3: Weekly check-ins

Every week, owners update their key results:

1. Open the key result.
2. Enter the current value — Plenix calculates progress percentage automatically.
3. Add a check-in note (optional) — what is on track, what is blocked.

Managers see a team roll-up colour-coded green/amber/red.

Step 4: Quarter review

At cycle end, mark each objective: Achieved (70% or above), Partial (30–70%), or Missed (below 30%). Add a retrospective note — what helped, what blocked, what to do differently.

Suggestions

• Cascade alignment: Team OKRs should link back to at least one company OKR using the Parent objective field.
• Keep it public: OKRs work best when visible to the whole company. Transparency creates accountability without micromanagement.
• Connect to 1:1s: Reference OKR progress in manager one-on-one notes to keep reviews meaningful.

Where to go next

• Next in this module → How to Set Up OKRs That Track Themselves
• OKRs — Automatic Progress from Live Metrics
• See where this fits in the bigger picture → How a New Hire Becomes a Paid Employee