Start with the outcome
Describe the change you want to see, then agree how you will recognise progress. Use objectives and key results where they help, with a shared understanding of ownership and timing.
Goal Management & OKR Software
Goals that give everyone a shared direction.
Turn company priorities into work people can understand and own. Connect goals, keep expectations clear and make room for the conversation when priorities change.
Part of the connected New Dynamics platform.
Connect individual and team goals
Make outcomes clear
Keep priorities relevant
Take a closer look at goals & okrs.
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Goals & OKRs
Good work starts with a shared direction.
CUSTOMER SUCCESS · OBJECTIVEOn track
Make every new customer feel set up for success.
KEY RESULTS 3
FROM AMBITION TO EVERYDAY WORK
Help people see where their work fits.
A goal is most useful when it helps someone decide what to do next. New Dynamics connects individual objectives to the bigger picture, so teams can discuss the outcome they want and the support they need to get there.
See how the platform connectsConnect the layers
Link a person’s contribution to their team’s priorities. Give managers a clear starting point for explaining trade-offs, discussing dependencies and keeping work aligned.
Keep the goal in the conversation
Revisit goals during regular check-ins. Discuss evidence, surface blockers and update expectations when the work changes, then bring that context into the next performance review.
PUT IT INTO PRACTICE
One priority. A clear line to everyone’s contribution.
Explore how the same ambition can become a company objective, a team outcome and an individual goal.
AN ILLUSTRATIVE EXAMPLE
Make joining the organisation a better experience.
An example of turning a broad business priority into shared direction.
A shared objective gives teams a reason for the work and a common outcome to work towards.
- Objective
- Give every new employee a clear, supported start.
- Success looks like
- Each team has an agreed onboarding plan and a named owner for every stage.
- Conversation
- Where does the new-starter experience vary, and which gaps should we address first?
AN ILLUSTRATIVE EXAMPLE
Make the first project easier to navigate.
The delivery team translates the company objective into an outcome it can influence.
The team owns a specific outcome while staying connected to the wider priority.
- Objective
- Create a consistent first-project handover for new team members.
- Key result
- Pilot the handover checklist with the next three starters and record the changes each recommends.
- Conversation
- Which parts of the handover helped, and where did people still need extra context?
AN ILLUSTRATIVE EXAMPLE
Take ownership of a useful first contribution.
A manager and employee agree a goal with clear scope and support.
A useful goal combines an outcome, evidence and the support needed to make progress.
- Goal
- Lead one supported project handover by the end of the first month.
- Evidence
- A completed handover, feedback from the receiving team and a short reflection on what to improve.
- Support
- A named colleague to shadow and a weekly check-in to discuss questions.
THOUGHTFUL ASSISTANCE. HUMAN DECISIONS.
Turn goal context into better coaching questions.
Use relevant goals and performance context to prepare for a check-in. AI assistance gives managers a starting point for the discussion; the manager and employee agree what the goal means and what should happen next.
Explore AI across New DynamicsTAKE THE NEXT STEP
A practical place to start.
Use a guide or editable template to make the next conversation easier. Open to everyone, with no form required.
Your questions, answered.
What is goal management software?
Goal management software helps organisations define objectives, connect individual and team priorities, and keep progress visible in performance conversations. New Dynamics connects those goals with feedback and reviews so they remain part of the wider performance process.
What is the difference between an objective and a key result?
An objective describes the outcome or direction you want to pursue. A key result describes measurable evidence that helps you judge progress towards it. For example, improving onboarding is a direction; piloting and evaluating a new handover with an agreed group of starters is a specific result to assess.
Can we use goals without adopting OKRs everywhere?
Start with the goal-setting approach your people can use consistently. New Dynamics is designed to connect goals and performance conversations; use a demo to explore your mix of individual objectives, team goals and formal OKRs.
How should goals connect to performance reviews?
Review the agreed goal, the evidence of progress and any changes in scope or support. A goal’s final status alone rarely explains the whole contribution. Feedback and recognition can add context to the assessment and the next development conversation.
Keep the performance story connected.
LET’S START WITH YOUR ORGANISATION
Give your people a clearer direction.
Bring your current process to a New Dynamics demo.
Book a demo