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Getting started with Performance

BusinessHRM's Performance module helps your company run goals the OKR way — Objectives and Key Results. You set a clear objective (what you want to achieve), attach measurable key results (how you'll know you got there), and then everyone logs regular check-ins to keep progress and confidence up to date. At the end of a period you can pull an OKR scoring report, and along the way you hold 1:1 meetings to talk it through.

This article gives you the big picture and the recommended order of setup. Each step links to the detailed article.

Where to find itPerformance in the left sidebar.

Note: The Performance sidebar appears only when the module is enabled for your company and your role is allowed to view it. If you don't see it, ask a company admin.

The OKR flow at a glance

Objective  ──►  Key Results  ──►  Check-ins  ──►  Status & Score  ──►  Review (1:1 Meetings)
(the goal)      (how to measure)   (progress updates)  (On Track / At Risk…)   (talk it through)
  1. Create an objective — a goal with a start and end date, a priority, an owner (assignee), and a check-in frequency.
  2. Add key results — one or more measurable targets under that objective (e.g. grow signups from 100 to 500).
  3. Log check-ins — on the chosen cadence, owners update each key result's current value, write a progress note, flag any barriers, and rate their confidence.
  4. Watch the status — BusinessHRM automatically rolls the key results up into an objective status (On Track, At Risk, Off Track, Completed).
  5. Score the period — download the OKR Score report to see how each objective and key result scored on a 0–1 scale.
  6. Review in 1:1s — hold one-on-one meetings, capture discussion points and action items, and link the meeting to the objective.

Step 1 — Decide who participates and how

Before creating objectives, it helps to agree on a few things as a team:

Decision Why it matters
Goal types you'll use Each objective is tagged as Individual, Department or Company. The goal type also controls who can view and who can manage objectives of that type (the owner, the owner's reporting manager, and/or specific roles). Admins can adjust this under Settings.
Check-in cadence How often owners update progress — daily, weekly, bi-weekly, monthly or quarterly. Pick a rhythm the team will actually keep.
Owners (assignees) Every objective needs at least one owner. Owners are the people who log the check-ins.

Permission: Whether you can create or manage an objective depends on its goal type settings, not a single global permission. Admins, the objective's creator, and the owner can usually manage it; reporting managers and chosen roles can be granted view or manage rights per goal type.

Step 2 — Set up your objectives and key results

Create your first objective, then add key results to it. See Objectives for every field, including:

  • Title, description, goal type, start/end dates and priority.
  • Check-in frequency and (for weekly/bi-weekly) the day, or (for monthly/quarterly) the day-of-month.
  • Owners (assignees) — one or more employees.
  • Each key result gets a title, a metric (e.g. Percentage, Revenue, Units), a current value and a target value.

Tip: A good key result is a number that moves — from X to Y. BusinessHRM measures progress from the starting value toward the target, so set the current value to where you are today.

Step 3 — Run the check-in cycle

On each scheduled date, owners log a check-in against each key result (new current value, a progress note, any barriers, and a confidence level of low/medium/high). Each check-in updates the key result's progress, which rolls up into the objective's overall progress and status.

See Objectives for how check-ins work and how the status is calculated.

Note: The confidence level is a subjective rating you record with the check-in. It does not change the On Track / At Risk / Off Track status — that status is calculated from actual progress and time remaining.

Step 4 — Score and review

  • Score the period: open Performance > OKR Score, choose a date range, and download the scoring report (an Excel file). Each objective and key result is graded on a 0–1 scale with red/yellow/green bands. See OKR Score.
  • Review in 1:1s: schedule 1:1 Meetings with the owner, capture discussion points and action items, and link the meeting to the objective so the conversation stays tied to the goal.
  • Keep an eye on the big picture: the Performance Dashboard shows status counts, a progress chart, pending check-ins and meeting health in one place.

Where to go next