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Goals and OKRs

Goals in Growee give your team clear targets to work toward, tracked right on the employee profile next to evaluations and feedback. Instead of living in a separate document or spreadsheet, each goal stays visible where performance conversations already happen.

This overview explains what goals are, how they map to OKRs, and who can work with them. Managers create and track goals for their direct reports, keeping growth conversations concrete.

What a goal looks like

A goal is more than a line of text. Each one is a structured card on the employee profile with:

  • A due date, so there is a clear deadline.
  • A category, such as Leadership, Product, or Personal development.
  • A priority of Low, Medium, or High.
  • An overall progress bar that shows how far along the goal is at a glance.
  • A milestone checklist (for example “2 of 3 completed”) for ticking off concrete steps as work lands.

When the work is finished, you can mark a goal as done in one click.

The Goals tab on an employee profile

Let AI draft the goal

Writing good goals takes time, so Growee can help. You can create a goal with a rich-text description, a category, and a milestone plan yourself, or you can type just the goal name and let the AI generator draft the description and milestone plan for you.

The AI gives you a strong starting point, not a locked-in result. You review and adjust the draft before saving, so you stay in control of the final goal. To learn more about AI across Growee, see AI Features.

Using goals as OKRs

Goals with milestone checklists map naturally to objectives and key results. The goal is your objective, and the milestones are the measurable key results you tick off along the way.

For example, the objective “Improve customer onboarding” might have a milestone like “Cut time to first value to 3 days” as one of its key results. This gives you a lightweight way to run OKRs without a separate tool.

Who can see and edit goals

Goals follow your permission setup. Managers create and track goals for their direct reports, while employees see their own goals on their profile.

Because goals live on the same employee profile as evaluations and feedback, your performance reviews always have full context on what was planned, what progressed, and what was achieved.

Need more help? Contact support or email support@growee.net.