Link company, team and personal goals on one tree
Set company objectives, add team objectives under them, and link each person's goal to the objective it supports. Key results measure the work, and progress rolls up the tree for each review cycle.
- Company and team objectives
- Key results
- Goals linked to objectives
One goal moves, and the objectives above it follow
Each person's goal links to a team or company objective, so progress is visible at every level of the review cycle.
Sample goals. Progress rolls up per review cycle, and a goal the employee has not accepted does not count.
What okr and goal cascade does in NeevHR
Company and team objectives
Objectives belong to a review cycle. A team objective names its department and an owner, who can update it.
Key results
A start, a target and a unit. A target below the start also works, for example attrition from 20 down to 12.
Goals linked to objectives
Choose the objective when you add or bulk assign a goal. Linking a goal given earlier does not change it, so the employee is not asked to accept it again.
Progress that rolls up
An objective's progress is the plain average of its key results, team objectives and linked goals. A goal the employee has not accepted does not count, and Not started is not the same as 0%.
Goals not linked
A card shows the goals that support no objective, so HR can link them.
Privacy by person
Everyone with Performance view sees the objectives. A person's goal shows only to that person, their team and HR, and the row says how many are not shown.
Check-ins with history
A person, their manager or HR records progress with a note, and each change stays in the goal's history.
How okr and goal cascade works, step by step
- 1
Set
HR adds one to three company objectives for the review cycle.
- 2
Cascade
Add team objectives with a department and an owner.
- 3
Link
Link each person's goal to the objective it supports.
- 4
Measure
Update key results, and progress rolls up the tree.
Benefits
- People see how their goal supports the company's
- HR sees which goals support nothing
- Progress comes from the work recorded, each item counting once
Who uses it
- HR
- Builds the cascade for each cycle.
- Objective owners
- Update their objective and its key results.
- Employees
- See the objectives and add key results to their goal.
Set as rule sets by your HR admin, assigned to employee groups.
- Objectives per review cycle
- Department and owner per team objective
- Key result unit, start and target
Every list becomes a report; every report a chart that drills to records.
- Company objectives and progress
- Goals linked and goals not linked
- Progress by objective
OKR and goal cascade does not run in a silo
Like every module, it sits on one effective-dated employee record, with India's statutory rules, configuration and governance shared across the platform.
Built for India, only India
PF, ESI, PT, LWF and TDS, gratuity, bonus and the DPDP Act 2023 are part of the core product, not an add-on. INR and the India financial year throughout.
Depth without the drag
Process discipline and statutory accuracy for growing and mid-market companies, without the cost or the multi-year rollout of a tier-one suite.
A guided go-live
Implementation time depends on employee count, data quality, integrations and payroll complexity.
Configured by your HR admin
Leave, attendance, payroll, expense and appraisal are configurable rule sets assigned to employee groups. A trained HR admin can own them, no certified consultant required.
OKR and goal cascade: frequently asked questions
Is this OKR?
Yes, in the way most companies use it: objectives with measurable key results, cascaded from company to team to person.
Does it replace performance goals?
No. It links the goals you already set in Performance to objectives. Linking does not change a goal, so it is not sent for acceptance again.
Explore related modules
One platform, one employee record.
Guides and calculators
See okr and goal cascade on your own data
A tailored walkthrough for your team, no generic deck.