Team OKRs

As a manager you can view your team’s OKRs (Objectives and Key Results), comment on them, track progress across the team, and see how objectives align with org or team goals.

Viewing Team Objectives

Your team’s OKRs are the objectives and key results set by your direct reports (and optionally their reports, depending on your tenant). You see them in one place so you can support and align.

How to view team OKRs

1. Go to Manager → OKRs (or Team OKRs).
2. You’ll see a list or board of objectives and key results for your team.
3. Use filters or grouping by person, quarter, or type (e.g. career, skill, project) to focus.
4. Click an OKR to see details, history, and check-ins.

Use this view to see who is on track, who needs a nudge, and where objectives might conflict or duplicate.

Commenting on OKRs

You can comment on your reports’ OKRs to give feedback, ask questions, or acknowledge progress.

How to comment

1. Open the OKR (from Team OKRs or the person’s profile).
2. Find the Comments or Discussion section.
3. Write your comment and post.
4. The team member may get a notification (depending on tenant settings).

Comments are useful for:

• Check-in time — “Great progress on KR1; what’s blocking KR2?”
• Alignment — “This objective ties well to our team goal on X.”
• Support — “Let’s discuss resources in our next 1:1.”

Tip: Comment when they add a check-in so your feedback is timely and they know you’re following their progress.

Tracking Progress Across the Team

You can track progress at both team and individual level:

• Per key result — Progress (e.g. 0–100%) and last updated.
• Per person — How many OKRs they have, how many updated this week or month.
• Team rollup — Aggregated view of team objectives and completion (if your tenant supports it).

Use this to:

• See who hasn’t checked in recently and might need a reminder.
• Spot risks (e.g. key results stuck at low progress).
• Celebrate progress in team meetings.

Using the team OKR view

1. Open Manager → OKRs.
2. Review the team or list view and sort/filter as needed.
3. Look for stale OKRs (no recent check-in) or at-risk key results.
4. Use 1:1s or comments to follow up.

OKR Alignment

Alignment means connecting individual or team OKRs to higher-level goals (e.g. company or department objectives). When alignment is supported:

• You can see how a report’s objective links to a team or org objective.
• You can suggest or tag alignment when creating or editing OKRs (if you have that permission).
• Dashboards may show a simple “alignment tree” or links.

Use alignment to keep the team focused on the same outcomes and to explain why certain objectives matter.

Level	Example
Org	“Increase product NPS by 10%”
Team	“Ship onboarding improvements in Q2”
Individual	“Complete onboarding redesign by May” (key result under a team objective)

Tip: At the start of the quarter, review team OKRs together and clarify alignment so everyone knows how their work connects to team and org goals.