Ease Of Use With
Enterprise Power

With ZOKRI it is easy to learn, define, share and manage OKRs.

Align and focus your departments and teams, all the way down to projects and tasks.

Let everyone enjoy purpose, goal, role and plan clarity, and reward you with their maximum effort.

Free to use with no limit on time or users

ZOKRI - Strategic Priorities
ZOKRI - OKR Canvas

Plan OKRs The Right Way First Time

An OKR Canvas Template
That Works Everytime

This OKR Canvas Template has been designed to eliminate many of the issues teams have with planning and creating OKRs.

It’s a perfect template for both preparing individually and debating in teams. It’s these conversations that are going to ensure you create great OKRs.

Feel The Full Benefit Of OKRs
& Avoid The Common Mistakes

At the heart of ZOKRI is a best-in-class OKR platform that allows teams to create best-practice OKRs that avoid all the common mistakes. What comes with this is world-class training and support. Wherever you are located and whatever you need we have it covered.
ZOKRI - OKRs
ZOKRI - OKR Alignment

Align Everyone’s Inputs To The
Outcomes You Need

ZOKRI allows you to execute the Initiatives you’re focusing on completing day-to-day against clearly defined and aligned outcomes – your Key Results.

Connect Your Tools &  Automate Away

Connect the tools that have KPIs, Projects and Tasks and help with team communications.

For example, with ZOKRI you can manage a backlog of ideas and move them through to completed states. So if you’re using tools like Jira, Trello or Asana or a combination of them to manage projects, sprints, epics and tasks, integrate them as well. No double entry is going to be needed.

ZOKRI - OKR Alignment
Your finger on the pulse

Your Finger On The Pulse

Both your OKRS and your Initiatives, along with inputs from check-ins on States, Progress, Confidence and what is holding you back are then available to add to meeting agendas.

Software features that customers need and value

Feature
Why it matters

Essentials

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Simple to use

A lot of thought was been given to making ZOKRI friendly and simple to use because complexity can be a barrier to engagement.

Yes
Yes
Yes

Company OKRs

Create and view clearly labelled Company OKRs at the top of the cascade for departments and teams to align with.

No
Yes
Yes
Division / Department / Team to match org.
Company structure varies. You want your platform structure to reflect this.
3 Teams

Unlimited Teams

Division / Department / Team / Squad (Project Team)
Individual OKRs

Individual OKRs are worked on by you alone but visible to everyone. A Sales Rep quota for example. It’s useful to be able to separate these out.

No
Yes
Yes
Personal OKRs

Personal OKRs are only visible to an employee and their manager and can be used alongside Quarterly PDPs.

No
Yes
Yes
Independent Key Result Ownership & Collaboration

OKRs have owners and Collaborators. It’s a common requirement for Key Results to have their own independent Owners and Collaborators.

Yes
Yes
Yes
Key Result Progress Tracking (Simple & Advanced)
% complete and from / to inputs cover a lot of what you need but not all. Milestone Key Results are popular as well, in addition to using KPIs and Projects as Key Results.
Yes
Yes
Yes
Initiatives (Projects / Tasks)

If you don’t align and your ‘inputs’ i.e. Initiatives (Projects. / Tasks) with the ‘outputs’ your Key Results, you get Key Results that are projects and tasks, and you break with best-practice. If employees use OKRs as their project and task lists you can end up with ‘OKRs In Name Only.’

Initiatives are easy to create in ZOKRI and can move from a backlog of ideas through States like Up Next, Active and Complete. For those of you that use Kanban Boards and Agile ways of working this will be familiar.

Progress can also be integrated with your tools e.g. Jira, Trello, Asana, Planner.

Teams
Trello, Jira, Asana
Trello, Jira, Asana, Monday, Basecamp, Planner + Custom
Initiative Retrospectives / Learning Capture
When you’ve completed an Initiative, capture the results, and share what you would ‘Keep Doing’, ‘Start Doing’, and ‘Stop Doing’ next time.
Yes
Yes
Yes
OKR Progress Tracking

OKRs will be created to match your org. structure e.g. teams and will cascade in branches. You will want progress to be calculated and reported in the way you choose as a single numeric % and line charts.

Yes
Yes
Yes
KPIs / OKR Progress Dashboards
KPIs work well alongside OKRs. Share the metrics that matter and if they become a focus of OKRs they are there ready to embed. KPIs and OKR Progress widgets are available in Dashboards.
Yes
Yes
Yes
Status, Progress, Confidence, Problems

Not all Key Results are being worked on actively all of the time, some might be Stuck for example. 

Inputs like Confidence are often a better leading indicator than Progress. 

And perhaps most importantly capturing what is holding people back and marking it as resolved has a huge benefit to productivity and achievement.

Yes
Yes
Yes
Red Amber Green (RAG)

We all know what Red, Amber and Green mean so RAG summaries are used extensively across the platform to ensure you see where attention is needed.

Yes
Yes
Yes
Assignment Alerting
Get notifed when you’ve been added as a owner or collaborator of an OKR or Initiative.
No
Yes
Yes

What The Research Says

Numerous studies have shown that setting a specific difficult goal leads to significant increases in employee productivity.

Goals affect performance through four mechanisms.

1

First, goals serve a directive function; they direct attention and effort toward goal-relevant activities and away from goal-irrelevant activities.

2

Second, goals have an energizing function. High goals lead to greater effort than low goals.

3

Third, goals affect persistence. When participants are allowed to control the time they spend on a task, hard goals prolong effort.

4

Fourth, goals affect action indirectly by leading to the arousal, discovery, and/or use of task-relevant knowledge and strategies.

Ready To Create Happier, More Engaged And Better Performing Teams?
Ready To Create Happier, More Engaged And Better Performing Teams?