11 Best OKR Software You Need to Know About (2022 Edition)

Read this article to find out the pros, cons and key features of the 11 best OKR software in the market today along with tips on buying what you need


min read

With the growing importance of goal setting and achievement across industries, the implementation of the OKR framework is on the rise. Consequently, most organizations are adopting OKR software to facilitate the process of setting and achieving company goals through Objectives and Key Results (OKRs). 

In this article, we seek to help growing organizations make an informed choice when it comes to buying the right OKR software. We will not only discuss the features to look out for, but also give you a comparative analysis of the best OKR software available in the market to decide which is best for your needs. 

OKR software key features: What not to miss

An OKR software is bound to have multiple features depending on its target users and level of advancement. However, for growing organizations, there are a few features that are a must have and should not be missed, including:

  • Ability to collaboratively set OKRs
  • Option to see OKRs visually that increases goal and progress transparency
  • Clear bifurcation between objectives and key results
  • Offer the flexibility to prioritize between different OKRs
  • Empower organizations to track OKR progress in real time
  • Provide insights on OKR progress with action plan
  • Offer OKR coaching to help managers leverage OKR benefits
  • Provide integrations with existing meeting tools and other commonly used communication and project management software (such as JIRA, Slack, MS Teams etc.)
  • Enable team members and managers  to create weekly OKR plans

Read: How to choose the right OKR software for a more detailed understanding of how to understand your OKR needs and find a suitable solution

Benefits of using an OKR software

There are several benefits of using an OKR software. Right from helping teams get on the same page, to facilitating greater accountability. Here is a quick snapshot of the possible advantage that OKR software enables:

1. Automated follow ups

One of the top benefits of OKR software is that it automates follow ups and nudges with the power of RPA to ensure that everyone regularly updates their progress on each OKR. This helps in grading OKR achievement as well as enables managers to gauge whether or not performance is on track.

2. Better goal transparency

Second, OKR software creates goal transparency for all. This way, everyone is able to visualize the goals in the same way and keep track of each other’s performance as well. 

3. Real time insights

An OKR software driven by AI also has the potential to help managers with real time insights. With an integrated dashboard, managers can monitor OKR performance and address any risks or challenges preemptively.

4. OKR coaching

Finally, another benefit of OKR software is that it also has the potential to help managers with OKR coaching which includes setting, monitoring and grading OKRs in the most effective manner. Furthermore, it can help managers align OKRs with 1:1 conversations with their team members via guided templates to ensure productive meetings. 

Read: How to calculate the Return on Investment (ROI) of using an OKR software to understand and measure real tangible benefits of OKR tools

11 best OKR software in 2022

Without much ado, let’s quickly explore the top 11 OKR software available in the market today. 

  • SuperBeings: Integrated OKR tool with performance management and employee engagement support
  • Betterworks: OKR software to help managers identify strengths and reward innovation
  • Leapsome: People enablement platform with the ability to set up recurring goal cycles with fixed timelines
  • Profit.co: OKR software with free functionalities for 5 team members
  • Culture Amp: Employee engagement and performance management solution with customizable OKR templates
  • 15Five: OKR and performance management platform backed by research from The Center for Evidence-Based Management (CEBMa) 
  • Weekdone: OKR tool with software and coaching capabilities
  • Gtmhub: OKR software with 200+ OKR examples for all teams
  • Engagedly: OKR software with robust goal visibility, statistics and tracking
  • Lattice: People success platform for OKR tracking with customizable goal weighting
  • Ally.io: OKR software providing OKR readiness and acceleration program

1. SuperBeings

Promotes breaking down company objectives into day-to-day projects to drive results

SuperBeings OKR software

Key features

  • Assign OKR champion — set accountability for top goals
  • OKR weights — Allocate different weight to OKRs to clarify priorities
  • Manager approval workflow for individual OKRs — review employee goals as you go
  • OKR coaching to managers by top industry experts 
  • Easier, timely and hassle-free OKR check-in with integrated Meetings tool
  • Integrations with top productivity and communication tools


  • Real time insights on day-to-day OKR progress
  • Assign owners for each objective, task and project
  • OKR coaching and onboarding support for powerful 1:1s


  • Mobile app is not yet available


The pricing for SuperBeings starts at $3.00 per user per month, being one of the lowest in the market with the features and capabilities offered. SuperBeings offers a 21 day free trial

2. Betterworks

Human capital management software focused on OKR based performance management and employee engagement ideal for team with 5+ members

BetterWorks OKR tool

Key features

  • Communicates goals to everyone in the organization
  • Tracks OKR progress along with automated updates
  • Enables managers to identify workforce strengths and opportunities for ambitious goal setting


  • Reward smart risk taking and innovation
  • Spot opportunities to pivot or improve key strategic initiatives early
  • Clear communication of how each OKR leads to organizational impact


  • Limited user-friendliness
  • Limited reporting capabilities


The Team Edition which is ideal for 5-250 employees is priced at $8.00 per user per month when billed annually. For organizations with 250+ employees, pricing is available on request. There is no free trial available. However, you can watch a pre-recorded product video.

Read: ROI of using an OKR software: Why should you invest in OKR tools

3. Leapsome

People Enablement platform for goals & OKRs management, performance reviews along with employee engagement and 360 feedback support

Leapsome goal management tool

Key features

  • Enables employees to leave comments on goal tracking to provide context
  • Provides automatic progress updates and tracking reminders
  • Offers the option to customize goal visibility at different levels


  • Ability to set up recurring goal cycles with fixed timelines
  • Increased accountability with progress timelines on dashboard with owner, contributor, and team filters
  • Ability to generate goal tree to highlight ownership


  • Absence of calendar integration for Outlook users
  • UI is not very attractive


Leapsome offers modular pricing for its different products which starts at $6.00 per user per month. Demo is available on request.

4. Profit.co

OKR software integrated with task, performance management, and employee engagement ideal for organizations of any size, free for upto 5 team members

profit.co OKR tool

Key features

  • Offers guided weekly-check in to track progress
  • Provides 7 types of key results to track any type of goals
  • Real-time heatmaps for strategic interventions


  • KPI library with 400+ inbuilt and custom KPIs
  • OKR templates to create OKRs within 5 minutes for every level
  • Opportunity to collaborate with mentions and tags


  • Inability to view tasks in Gantt chart format
  • Too many functionalities can be overwhelming in the beginning 


Profit.co is free for upto 5 members. The growth plan is priced at $7.00 per user per month, billed annually and the pricing for the enterprise plan is available on request. There is a 30 days free trial available for the growth plan

4. Culture Amp

Employee engagement and performance management solution focused on goal tracking, reviews and development ideal for teams with 25+ employees

cultureamp OKR tracking software

Key features

  • Dynamic goal management with cross-team collaboration
  • Greater OKR visibility
  • Seamless sharing of OKR results and feedback


  • User friendly, science backed
  • Easily customizable templates
  • Easy tracking of goal progress and alignment on outcomes


  • Lack of customizable reporting options
  • Limited automation in admin functionalities


Culture Amp offers three pricing plans dependent on the team size. Self starter for 25-200 employees, standard for 201-999 employees and enterprise for 1000+ employees. The pricing is available on request. Culture Amp doesn’t offer a free trial. However there is a pre-recorded 3 minute product demo

6. 15Five

Performance management platform with 1-on-1 tools, performance reviews and OKRs capabilities ideal for any team size

15five OKR management software

Key features

  • Tracking of OKRs in real time and weekly check-ins
  • Set individual OKRs and connect them with company goals
  • Reporting insights to identify areas of improvement


  • Backed by research from The Center for Evidence-Based Management (CEBMa) 
  • Availability of OKR coaching for managers
  • Great reminders to facilitate accountability for weekly progress reporting


  • Limited dashboard control
  • Lack of Outlook calendar integration


15Five’s pricing starts at $8.00 per user per month and increases to $14.00 per user per month depending on the features and capabilities required. 15Five offers a free trial that users can sign up for

7. Ally.io

OKR software to measure goals and track performance for organizations with 12+ team members

ally.io OKR software

Key features

  • OKR readiness and acceleration program for growing organizations
  • Visual dashboards and ability to give different weight to different priorities
  • Comprehensive OKR examples for different organizational levels


  • OKR coaching and consulting
  • Easily usable OKR templates designed by experts for all teams
  • OKR Check-ins and flexible OKR Scoring with guidance


  • Intuitiveness of UI is limited
  • OKR hierarchy may be confusing


Ally offers two plans, Growth and Enterprise. The Growth plan is priced at $7.00 per user per month, billed annually for a minimum of 12 users. The pricing for Enterprise plan is available. Free trial is available for 14 days.

8. Gtmhub

OKR software for enterprises and non-profits ideal for small, growing and enterprise teams

Gtmhub OKR software

Key features

  • 200+ OKR examples for all teams, including sales, marketing, leadership
  • Multiple ways to view alignment, structure ownership and create accountability
  • 160+ custom made insights for installation and OKR auditing


  • Integration with Slack, MS Teams
  • Ability to visualize OKRs in one place and customize visibility for better decision making
  • Easy OKR categorization with tags


  • Some basic functionalities lacking
  • Difficulty in navigation while setting OKRs at times


Gtmhub pricing starts at $7.00 per user per month for the start plan and increases as the capabilities and functionalities increase. Free trial is available for basic plans.

9. Engagedly

Performance management software with goal management system and regular check-ins ideal for medium sized organizations with annual OKR budget of $5000+ 

engagedly OKR tools

Key features

  • Easy insights into team performance 
  • Robust goal dashboard for goal visibility, statistics and tracking
  • Align organizational, team, and individual goals with multiple contributors


  • Real time check-in and progress update
  • Customizable and advanced analytics
  • Real time progress mapping and engagement with threads and discussions


  • Limited capability for goal customization
  • Some functions can be difficult to work with


The starting annual agreement for Engagedly is $5,000. Demo is available on request

10. Lattice

People success platform with a focus on tracking OKR/goals, gathering real-time feedback, 1-on-1 meetings ideal for teams with annual OKR budget of $4000+ 

Lattice OKR tool

Key features

  • Ability to integrate OKRs with 1:1s, performance check-ins
  • Customizable goal weighting
  • Speedy, frictionless surface for setting, tracking, and reflecting on goals


  • Progress-tracking integrations with JIRA and Salesforce
  • Advanced goal and OKR analytics


  • Can be difficult to use for some
  • UI has limited intuitive capabilities


Lattice is priced at $8.00 per user per month subject to a minimum annual agreement of $4000. You can request a product demo by signing up

11. Weekdone

OKR tool coaching capabilities ideal for small and medium sized organizations

Weekdone OKR tool

Key features

  • Ability to set weekly plans for OKR achievement
  • Personal OKR coaching and live OKR help chat
  • Weekly OKR progress reporting and e-mail


  • Hierarchy view to visualize goals effectively
  • OKR onboarding to transition from excel sheets to OKR software
  • OKR examples to facilitate an effective start


  • Set up may be complicated
  • The UX can be difficult to navigate at times


Weekdone is free for upto 3 users. The pricing for 4-10 users starts at $90 per month, billed annually and increases as the number of team members increase. There is a free trial available for 14 days for 4 or more users

Top OKR software for startups

Out of the 11 OKR software mentioned above and others, we have curated a list of top OKR software for scaling startups. 

These OKR tools focus on specific needs of fast growing organizations including limited budgets, growing and dynamic teams, limited bandwidth, changing expectations and the need for handholding and OKR coaching from time to time. 

The below section also mentions the specific reasons that make the selected OKR software ideal for startups.

1. SuperBeings

  • Provides the capability to scale up with addition of team members
  • Automated reporting, check-ns and AI recommendations to save time
  • OKR coaching for new managers for goal centered 1:1 conversations
  • Onboarding support for better OKR adaptation
  • Priced at only $3 per user per month 

2. Weekdone

  • Free customization and adaptation
  • Free version for very small teams
  • Specialized OKR coaching

3. Engagedly

  • Automated performance and OKR reviews
  • Highly customizable
  • Advanced analytics

4. Koan (by Gtmhub)

OKR and status tracking software ideal for fast growing organizations with free services option

Key features

  • Align daily operations and fixed goals
  • Insightful weekly goal status update
  • Shared visibility and view of OKRs across the organization


  • Flexible tracking of OKR progress
  • Tree view to track relationship between objectives and key results
  • Free basic functionalities for unlimited users and teams


  • 1-o-1 feedback missing
  • Limited customization capabilities


Koan offers a free tier for single teams that need basic functionalities. Pro tier with advanced functionalities, integrations, etc. is priced at $6.00 per user per month, billed annually. 30-day free trial is available for Pro version

5. Poplebox

OKR Software to align and track goals and priorities strategically and automatically with a provision for OKR coaching

Key features

  • Presence of OKR coaching to facilitate effectiveness
  • Customizable and presentable dashboards with charts, KPIs & narration
  • Robust integration for data extraction from tools like Jira, MySQL, Hubspot, Google Sheet, etc.


  • Easy onboarding and zero training time
  • Single dashboard view of all OKRs
  • OKR hand holding with expert coaches


  • Option to update activities while reviewing own goals missing
  • UX can be better like users have trouble signing in at times


The pricing starts at $7.00 per user per month for OKR+ Peformance suite. A demo and a 14-day free trial is available.

Key considerations to choose the best OKR software

Before we conclude, this final section will help you understand that as a growing organization, what are the top 4 things you should consider while making a choice for the best OKR software. Invariably, you will have to assess the features and align them with your needs. In addition you must:

1. Consider the price point

Ensure that the OKR software is well within your budget. You can start with the basic plan for the OKR software mentioned above and then upgrade as per your need. Mostly, your budget should be around $6.00-$8.00 per user per month. 

However, there are a few OKR software that do offer free services upto a certain number of users and SuperBeings which is priced at $3.00 per user per month with varied advanced features. These can be effective choices to help you scale up your OKR commitment effectively. Book a free SuperBeings tria

2. Check for free trial

As a growing organization, you may not have a complete clarity of what exactly you need and commitment to an OKR software without testing it for a few weeks can be challenging.

Therefore, do check with the OKR tools if they offer a free trial. Most of the tools ideal for growing organizations offer free trials for 14-30 days and can help you make an informed choice.

3. Team size

Next, you need to ensure that whichever OKR software you choose, it can support your team size and growth plans. Additionally, some OKR tools have different plans for different numbers of team members. Be cautious while choosing the plan ideal for you. 

If you choose a bigger plan than what you need, you will not only end up spending more, but your team members may also struggle with functionalities that might not be relevant to your use case. 

4. Integrations

Finally, you need to check whether or not the OKR software is offering integrations. It is important to have integrations with your preferred productivity or communication tool to prevent unnecessary context switching to update OKR status, respond to surveys, etc. Most OKR tools like SuperBeings offer comprehensive integrations with Slack, MS Teams, Jira, Asana etc. You need to pick the software that provides the right integration for your team needs. 

Wrapping Up

The OKR framework has proven to help many fast growing organizations in setting strategic goals and achieving them effectively. Adoption of the right OKR software can help you augment the effectiveness of your OKR process with seamless tracking, coaching, insights and much more. 

If interested, book a free demo with SuperBeings today. 21-day free trial. No credit card required

Suggested Reading

How to calculate the ROI of an OKR software

How to find the right OKR software

The ultimate guide to OKRs (downloadable PDF)

Sudeshna Roy

Marketing, SuperBeings

Hi There! I am Sudeshna. At SuperBeings, I lead our content strategy to bring you the best and latest on everything related to people management

Latest posts

min read

50+ Most Useful Employee Onboarding Survey Questions

‘Onboarding: How to get your new employees up to speed in half the time’ - George Bradt, founder and Chairman PrimeGenesis

Did you know that a strong onboarding process improves new hire retention by 82% and productivity by over 70%? 

However, only 12% of employees strongly agree their organization does a great job at onboarding new employees. 

This clearly states that while employee onboarding has a direct impact on the bottom line, most organizations miss out on how to get it right. 

Don’t let that happen to you. To onboard new employees like a pro, keep reading.

What is an onboarding survey?

By definition, an onboarding survey is a questionnaire that is administered on new hires to gauge their initial experience and level of satisfaction, in an attempt to understand their engagement and retention potential. 

As an HR, you can get multiple insights from an onboarding survey, including:

  • what employees thought about the organization when they heard about it for the first time
  • how their impression changed over time 
  • whether or not their experience aligns with their expectations, etc.

It can help you estimate how long the employees are likely to stay and how you can further optimize your onboarding process to make it more aligned with employee expectations. 

Why are onboarding surveys important?

An effective onboarding survey can help you reflect on your performance through the onboarding process, which directly impacts KPIs for organizational success, including:

1. Retention

93% of employers believe a good onboarding experience is critical in influencing a new employee’s decision whether to stay with the company. At the same time, 25% of a company’s new hires would leave within a year if the onboarding experience was poor. 

2. eNPS

20% of new hires are unlikely to recommend an employer to a friend or family member and an onboarding survey can help you identify the reasons for the same. However, new team members who were asked to provide feedback prior to their start date also had a 79% increase in willingness to refer others. Thus, illustrating how onboarding surveys and feedback can impact eNPS.

Read: How to use eNPS for better employee engagement

3. Satisfaction and Engagement

Employees with exceptional onboarding experiences are 2.6x more likely to be extremely satisfied with their workplace and 70% say they have ‘the best possible job’.

4. Performance

77% of employees who went through a formal onboarding process were able to meet their first performance goals. However, 49% of individuals who failed to reach their first performance milestone had no official onboarding instruction. An onboarding survey can help you determine the effectiveness of your onboarding process.  

5. Other

In addition, your new employees might also have an inclination towards providing feedback as a part of the onboarding survey, which you will lose out if you don’t conduct the same. Research shows that only 26% of new employees recall being asked for feedback on their candidate journey and the hiring process before their start date wherein 91% of new hires are willing to provide this feedback. 

Employee onboarding survey: Best practices

Now that you understand the importance of an employee onboarding survey, let’s quickly discuss how to effectively run an onboarding survey. 

1. Set the cadence

You must coincide your employee onboarding survey with important milestones for the new employee in the organization. Mostly, these milestones coincide with the end of the first few months. Thus, you should circulate your onboarding survey after 30, 60 and 90 days respectively, with different objectives for each. Furthermore, you can send interim surveys in case you feel the need, for instance, when the employee starts a project, or when the orientation process is over. 

“Effective employee onboarding isn’t about swag, stickers, & company value pamphlets on their desk the 1st day. But, how you help them understand their goals & how co values are interwoven in operating are more important.”- Suhail Doshi, founder and chairman of Mixpanel, Inc.

2. Identify critical areas and build questions

Based on the milestones or cadence you have set up, it is important to identify areas you would want to cover with each milestone. For instance:

In the first 30 days, you should focus on themes like: 

  • Orientation process
  • Initial thoughts
  • Expectation alignment 
  • Recruitment process
  • Onboarding experience

In 60 days, you can touch on themes like:

  • Knowledge transfer
  • Level of engagement and satisfaction
  • Induction process

By the end of 90 days, focus should shift towards:

  • Manager support
  • Role clarity
  • Likelihood to stay
  • Organizational alignment

Once you have decided the themes, you can start building questions, a snapshot of which is covered in the next section or you can download the template now here. The themes can be fluid across milestones, depending on the context for your organization. 

3. Roll out the survey for participation

Once the milestone arrives, you should roll out the onboarding survey and drive participation. It is important to explain to your new employees why the onboarding survey is important and how they can fill it up. Give them the requisite time, deadlines and communicate what will be the next steps to encourage them to participate. 

4. Follow up

Simply rolling out the survey is not enough. You must reach out to your new employees to remind them to fill the onboarding survey as amidst numerous new things, they might lose track of it. Don’t push too hard, yet send subtle reminders to get genuine responses. For instance: employee survey tools such as SuperBeings integrate with chat tools like Slack, Teams, Gchat to send personalized nudges to fill out the survey in the flow of work at set intervals as well as allows them to participate directly without switching context. 

Unlock a wide array of survey questions and employee analytics. See how SuperBeings can help

5. Take action

Once your onboarding survey responses are in, slice and dice them to get insights into what your employees feel and leverage the data points to further refine your onboarding process to facilitate engagement, retention and advocacy from the beginning. 

Sample onboarding survey questions for 30-60-90 day review

Taking cue from the section above, here are 50+ onboarding survey questions that you can leverage to gauge the pulse of your new employees as they complete different milestones.

You can also download these questions as a template and use it whenever you need. Click here to download

1. Onboarding survey questions for 30 day review

a) Onboarding and orientation process

  1. How can we change or improve the onboarding process?
  2. What did you like most about the onboarding process?
  3. Was the orientation interactive and engaging?
  4. Did the onboarding process meet your expectations?
  5. Do you feel welcome and proud to be working here?
  6. How would you rate the duration and quality of your onboarding experience?
  7. How would you describe your first day?

b) Decision related questions

  1. What were the top 3 reasons for joining this company?
  2. Do you think those reasons have been met?

c) Technical training and knowledge transfer

  1. Have you received the training that you were promised during your induction?
  2. Did the training meet your expectations and was accurately described during the hiring process?
  3. Is the training relevant to your roles and responsibilities?
  4. Were adequate tools and materials shared during training to facilitate knowledge transfer?

2. Onboarding survey questions for 60 day review

a) Engagement related questions

  1. Would you recommend the company to others in your network?
  2. Do you see yourself working here in 2 years?
  3. Do you feel motivated to come to work in the morning?
  4. Do you feel prepared for your role?

b) Onboarding experience

  1. Did the first 30 days of onboarding go as expected?
  2. What is the one thing you would like to change from your experience so far?

c) Company policies

  1. Are you clear on the different company policies shared with you?
  2. Do you have any concerns about any of the policies that you would like to highlight?
  3. Do you think any policy is missing that you think must be a part of our governance?

d) Questions about team

  1. Have your team members been integral in smooth onboarding?
  2. Have you been able to connect and collaborate with all your team members?
  3. Do you consider your team members to be welcoming and inclusive?
  4. What is the thing you would like to change about how your team works currently?

e) Reflection questions

  1. Have you been able to achieve the goals you set out for your 60 days?
  2. How has your journey been so far?
  3. What has been your biggest accomplishment in 60 days?
  4. What are some achievements you would like to ensure in the next 30 days?

3. Onboarding survey questions for 90 day review

a) Role and expectation clarity

  1. Do you have an understanding of what is expected from you as a part of this role?
  2. Is your role similar to what was communicated to you during the hiring process?
  3. Do you have the necessary resources you need for the role?
  4. Do you have clarity of your goals?
  5. Do you understand how your work will be evaluated?
  6. Does your role meet your career aspirations?
  7. What do you think is the most difficult part about your role?
  8. What excites you most about your current role?
  9. Do you understand the importance of the work you do?

b) Organizational alignment

  1. Do your values align with the organizational values?
  2. Do you believe in the vision and mission of the organization?
  3. Do you believe your ideas are valued?
  4. Do you have clarity on the organization’s future plans and do you align with them?
  5. Do you see yourself as a part of this organization 5 years from now?

c) Manager support

  1. Have your conversations with the managers been effective?
  2. Does your manager support your career aspirations?
  3. Does your manager provide you with the necessary support to perform your role effectively?
  4. Do you receive regular feedback from your manager?
  5. Does your manager include you in key discussions, wherever applicable?

d) Other questions

  1. What are some of the challenges you have faced so far?
  2. Do you feel your onboarding was successful?
  3. How can we help you in improving the overall experience?
  4. Do you feel included and accepted by everyone in the team?
  5. How do you see yourself progressing from here?
  6. Do you have access to all the information you need?

Wrapping up (TL:DR)

By now, it would be very clear to you that an employee onboarding survey can help you in multiple ways to create a high performance culture. It can enable you to augment retention, engagement, satisfaction and advocacy among employees to ensure that there is minimal turnover and you are able to attract high quality talent. Ensure that you roll out an onboarding survey at 30/60/90 days frequency to check onboarding experience, knowledge transfer, manager support, role clarity, etc. 

You should focus on other forms of employee feedback on culture, training and development opportunities, level of engagement, manager effectiveness, workplace collaboration, work-life balance, among others. 

Finally, you should focus on leveraging technology and automation to add efficiency and effectiveness to your onboarding survey and process. 

Research shows, automating onboarding tasks resulted in a 16% increase in retention rates for new hires.

Thus, consider partnering with a survey platform which enables you to:

  • Use science-backes best practices onboarding survey templates
  • Track employee milestones automatically and roll out surveys on due date with zero to minimal manual intervention 
  • Integrate surveys with existing chat tools for reminders and sending out survey questions
  • Use NLP for decoding sentiments behind open comments to understand the reason behind each response
  • Use other employee engagement surveys to get the whole picture of new hire engagement

Related Reading

How to use employee engagement survey comments

Best employee engagement survey tools in the market today

min read

How to Give Constructive Feedback? (With Examples)

When it comes to performance management for employees, you would agree that feedback plays an important role. However, only offering positive feedback and appreciating the performance of your employees is not enough. You need to give them an equal amount of constructive feedback which is specific to ensure high levels of performance. If you feel that your employees may not embrace constructive feedback, think again.

Research shows that 92% of people believe that constructive feedback is effective at improving performance.

In this article we will help you understand how you can give constructive feedback and examples you can leverage. 

What is constructive feedback?

Constructive feedback is essentially a tool that most forward looking professionals leverage to help others in their team with specific and constructive inputs on areas where one’s performance can be improved. Put simply, if you have an employee who doesn’t pay attention to detail, constructive feedback involves helping them acknowledge that this is a problem area, and more than that, enabling them with the support to overcome the same. It involves not only identifying a performance problem, but also, providing action items and ways to address the same. 

Importance of constructive feedback

Now that you have an understanding of what constructive feedback means, let’s quickly look at some of the top reasons why constructive feedback is important. Constructive feedback:

  • Improves performance: It enables your team members to understand how they can perform better with specific inputs on areas of improvement
  • Reinforces expectations: It helps your employees clearly gauge what is expected out of them in terms of performance, and sets clear deliverables and measurement parameters to avoid any surprises during performance appraisal
  • Boosts morale and confidence: It involves also appreciating employees for a job well done and illustrates how they can become a better version of themselves
  • Facilitates employee stickiness: It ensures that employees see your organization which cares about their professional growth and encourages them to stick around longer, and even act as advocates for others.

Positive feedback vs constructive feedback 

When delivering feedback, you must understand the difference between positive and constructive feedback and ensure that you use both of them where they fit the best. Here a quick distinction between positive feedback vs constructive feedback:

  • Positive feedback focuses on a job well done and highlights where an employee has excelled. Whereas, constructive feedback talks about areas of improvement and action items for desirable outcomes. 
  • While positive feedback seeks to reinforce the positive behavior, constructive feedback focuses more on facts and traits.
  • Positive feedback is a reflection of the past performance and doesn’t necessarily have a futuristic orientation, however, constructive feedback takes reference from the past to feed better performance in the future.  
  • “Your presentation during the board meeting was crisp and informative” is an example of positive feedback. Whereas, “While your presentation was informative, you can focus more on articulation to ensure that all your research is communicated in a way that everyone is able to understand. Using pointers can help here”, is an example of constructive feedback.
In a nutshell, positive feedback is a reinforcement tool, whereas constructive feedback is a mechanism to facilitate development. 

How to give constructive feedback

With an understanding of the fundamentals of constructive feedback, let’s quickly jump to the best practices which can help you deliver constructive feedback in a nuanced and effective manner. 

1. Decide when to give the constructive feedback

The first thing you need to focus on is ensuring that the timing of the constructive feedback is ideal. For instance, a busy period when the employee is putting in a lot of effort may not be ideal for giving them feedback about their performance from three months ago. At the same time, ensure that you provide constructive feedback regularly and consistently, to avoid recency or primacy bias. However, don’t offer feedback when you are angry about their performance either. 

2. Set the context and build trust

Before you get down to giving the feedback, set the tone. Share with the employee the purpose of the meeting and make them comfortable prior to sharing your reflections. It is important that you build trust so your employees can share their perspective and don’t feel intimidated by what you have to say. 

3. Share your reflections

Once the context and tone is set, start sharing your reflections. Your focus should be on sharing what you have observed about their performance. However, ensure that you also share how the same is likely to impact their career growth as well as organizational success. For instance, if you are providing constructive feedback about missing deadlines, you can use the impact of losing clients for the organization and a casual attitude marker for the employee.

4. Give specific examples

When sharing reflections, use specific examples of when you noticed a particular behavior. For instance, in the above example, you can share instances of when the employee missed his/her deadlines. Ensure that you use examples which illustrate a pattern, rather than a one off incident, which is very uncommon. Furthermore, always use concrete examples and not interpretation of what you hear or see.   

5. Balance positive and negative

With constructive feedback, your focus should be on helping the employee improve their performance and work on their areas of development.

However, simply pointing out their weaknesses or negatives in their performance will not help. You need to also talk about some of the positive aspects of their performance and how those qualities can help them absorb and implement their constructive feedback. 

6. Be empathetic

Emotional intelligence is extremely important when delivering constructive feedback. You cannot be apathetic towards your employee when delivering the same. Put yourself in their shoes to choose your phrases carefully. We will share some examples in the next section. Also, use your EQ to read the situation when you are delivering the feedback. If you see that the employee is getting uncomfortable, take a pause and comfort them first. Read their gestures and body language to ensure that the employee is not feeling attacked. 

7. Don’t make it personal

Like it or not, constructive feedback involves pointing out one’s weaknesses and areas of improvement. However, you should refrain from equating the performance of the employee with his/her personality or whole self. For instance, if someone misses deadlines, encourage them to be more organized or prioritize important work, than labeling them as a procrastinator. 

8. Encourage response from the other side

While you are delivering the constructive feedback, you have to make sure it is a dialogue.

The idea is to give the other person enough room to share their side of the story.

Try to understand whether or not they agree with your feedback and how they perceive the same. They may share the lack of support or resources, which have resulted in a weak performance. Be open to some reverse feedback as well. Again, your EQ must be at play here. If your employee has an outburst, or reacts negatively, you need to stay composed and calm them down. 

9. Discuss potential solutions

Once you and your employee are aligned on the areas of improvement, the most important part of constructive feedback is to provide adequate solutions to address the performance challenges. Don’t give abstract or vague solutions like be punctual if the employee misses deadlines. Rather, give very specific and action oriented solutions which are directed towards a particular outcome. The idea is to collectively understand the cause of the weak area of performance and use concrete solutions to remedy the same. 

10. Create a time bound action plan

Now that you have shared some potential solutions, you must revise the top action items with your employee to avoid any confusion. At the same time, you should focus on creating a time bound plan with key milestones to ensure that development is taking place. Summarize what was discussed and how you will proceed from there. Best is to set up a date to review the progress to ensure constructive feedback is paid heed to. 

Read our article on Start Stop Continue Feedback to give action oriented feedback

20 Constructive feedback examples 

Here are top 20 constructive feedback examples that you can use during your next conversation. To make your constructive feedback more effective, we have also illustrated examples of what you should steer away from.

1. Communication skills

Example of how to give constructive feedback

I would really like to know how you have progressed on the tasks assigned to you last month. It would be ideal if you could share a progress update on what has been achieved with a small summary of challenges/ support needed at the end of every week to ensure everyone is on the same page.

Example of how not to give constructive feedback

You have not kept your team updated about your work, this is highly unprofessional.

2. Attention to detail

Example of how to give constructive feedback

I was going through the work you submitted last week and I can see you have put in a lot of effort. However, I could see that there were some small errors and inaccuracies in the report across multiple sections. I believe that if you proofread your work thoroughly before turning it in, it will reduce the number of iterations and improve your quality of work. 

Example of how not to give constructive feedback

You seem completely distracted as you have been submitting flawed and below average work, this will not be tolerated. 

3. Time management

Example of how to give constructive feedback

I understand that you are working on multiple projects, however, you need to ensure that the most important projects are not overlooked and their timelines are not missed. Therefore, I would suggest you create a list of tasks you are working on and check with the respective reporting managers on the priority and set clear expectations to ensure that no deadlines are missed. 

Example of how not to give constructive feedback

You have missed your deadline again, it seems like you are not serious about you work. 

4. Goal achievement

Example of how to give constructive feedback

I see that you have been able to achieve only a part of the goals that you set out for this year. Maybe you were trying to spread yourself too thin. I would suggest you reduce the number of projects you are working on and ensure that the goals you set you are able to achieve. Furthermore, you must be vocal about the support or resources you need to achieve your goals. 

Example of how not to give constructive feedback

Are you even serious about your work, your level of goal achievement indicates otherwise. 

5. Absenteeism

Example of how to give constructive feedback

I see that you have been taking some time off lately, without any prior intimation. Let’s try to understand if there is a particular reason for the same. We can work on your schedule to make it more flexible. 

Example of how not to give constructive feedback

You have been missing all meetings lately, this tardiness is not appreciated. 

6. Problem solving

Example of how to give constructive feedback

I see that you are excellent at execution of ideas. However, I believe that you need to focus more on coming up with solutions on your own. I would suggest participating more in the brainstorming sessions and coming up with solutions. Try to think on your own, before you reach out to others with the problem.

Example of how not to give constructive feedback

You lack any problem solving capabilities, and will be stuck to execution for the rest of your career.

Wrapping up

Constructive feedback is integral to organizational success. Here are a few things to keep in mind:

  • Always use facts and examples to deliver constructive feedback
  • Don’t forget to differentiate between positive and constructive feedback
  • Make sure you have practical tips or suggestions 
  • Leverage specific constructive feedback examples for specific performance problems, instead of being vague

Related Reading

50 top 360 degree feedback question examples

150 performance review phrases

min read

How to Use Performance Management Cycle for High Performance Teams

While performance management has been a key priority for organizations, for a long time, year end reviews were considered to be the most effective way to facilitate the same. However, recently organizations are observing a shift towards continuous performance management with an introduction of the performance management cycle. This article will focus on different aspects of the performance management cycle and how it enables unlocking the potential of high performance teams. 

What is a performance management cycle?

Before going into the diverse aspects, you should first understand what a performance management cycle essentially is. If you have an idea of what continuous performance management is, you’re already a step ahead in the understanding. Performance management cycle primarily is a way or a model in which you evaluate or focus on the performance of your employees throughout the year. The idea is to break down the different elements of employee performance into different stages and focus on them consistently. It starts with setting goals and ends with rewards for a job well done, which leads to setting of new goals and the performance management cycle resets.  

Understanding 4 stages of the performance management cycle

While you may want to divide your performance management cycle into any number of stages, mostly there are four stages. 


The first stage, at the very beginning of the performance management cycle, focuses on creating a plan for the performance ahead. The idea is to have a clear understanding on what your employee must achieve and how you will eventually review and evaluate them. During the planning stage, you and your team member, collectively should:

  • Set SMART goals of OKRs based on the performance expectations
  • Have clear KPIs or metrics which you will use for performance appraisal
  • Clarify how individual goals or OKRs contribute to organizational vision

Thus, the planning stage of the performance management cycle sets the tone for the year ahead and ensures there is clarity at all levels. 


Once the goals have been set in the planning stage, you enter the monitoring stage of the performance management cycle. This stage essentially focuses on ensuring that things are moving as planned. The idea is to ascertain that your team members are more or less on track for specific milestones outlined as a part of goal setting. Additionally, this stage will help you address any performance challenges that you may observe, sooner than later. Monitoring stage includes:

  • Regular one-on-one meetings to review performance so far
  • Providing feedback to your team members on what you think has been going well and what needs to improve
  • Relooking at goals in case they are behind or ahead of schedule in terms of achievement
  • Understanding the kind of extra support or resources your team members might need to improve their performance
  • Having candid conversations with your employees on wellbeing, professional development objectives, and other factors which may impact performance, morale and engagement 

The monitoring stage essentially focuses on tracking the performance of your employees against the set goals to provide constructive feedback and help them perform better. 


The third stage of the performance management cycle comes into existence towards the end. It involves reviewing the performance and providing ratings based on the established KPIs and metrics. While this is the formal review process, if you have been constantly monitoring the performance of your employees, this will essentially be a consolidation of all the reviews and feedback shared overtime. While delivering performance reviews, ensure that you:

  • Shed any performance review biases that might come your way, including primacy effect, recency bias, halo/horns effect, etc. 
  • Give your employees concrete examples and facts to support your review, rather than being vague and ambiguous
  • Should try to get 360 degree feedback and review for your team members
  • Answer some of the following questions to create an informed review:
  1. Did the employee achieve the goals set out?
  2. What were the key enablers in their achievement?
  3. Did you observe growth in the employee during the performance management cycle?
  4. Did the employee share any concerns, and were they addressed?

Since you have been connecting regularly with your employees, the reviews will not come as a surprise to them, but will help you monitor the trends of their performance and guide the next stage for the employee’s professional growth. 


Finally, the rewarding stage in the performance management cycle acts as a culmination to one cycle and sets stage for the commencement of the next. The objective is to take into account their performance over the performance management cycle and create a culture of rewards and recognition to celebrate and appreciate high performance. Some of the quick ways to reward your employees include, giving them:

  • Healthy increments and promotions
  • Public appreciation through social media, company intranet
  • Bonuses and other incentives
  • Rewards like vouchers, gifts, etc. 

This stage is important to make your employees feel valued and motivate them to keep the performance going. It will also push average performers to step up their efforts and enable you to create a high performance culture. 

Why is a performance management cycle important?

Now that you understand the various stages of a performance management cycle, let’s quickly look at why the performance management cycle is important for your organization. It will help you:

  • Clearly define goals and expectations from your employees to drive directed performance.
  • Keep your employees engaged. When you constantly connect with your employees for 1-o-1 meetings and consistently take interest in their performance improvement, they are likely to feel engaged, satisfied and motivated.
  • Address performance challenges preemptively and provide your employees with corrective actions, resources and support to bridge performance issues.
  • Retain talent as employees who feel that their performance is being valued and receive regular feedback tend to stay longer at an organization. 

Top 4 ways in which performance management cycle leads to high performance

In addition to the above mentioned benefits, a performance management cycle can help you build a high performance culture in a number of ways. Some of the top aspects include:

Clarifies KPIs and metrics

What constitutes high performance can be abstract. For some, closing 5 deals can be high performance, for others, it might be closing 15. Planning stage in the performance management lifecycle will help your employees understand what constitutes high performance and thus, proceed towards it. 

Boosts recognition

A key part of the performance management cycle is the rewards and recognition. When employees feel their performance is being valued and recognized, they tend to double up their efforts, leading to a high performance team.

Facilitates communication and feedback

Monitoring and tracking followed by 1-o-1 conversations can help you communicate with your employees regularly. Not only will you track their performance, but will also listen to their concerns or challenges and offer them feedback. Such conversations and feedback have a positive impact on performance, leading to a high performance culture. 

Ensures appropriate training

One of the foundations of high performance is enabling your team members to undergo the right training. Performance management cycle can help you understand which training is important for your employees at which performance stage, realizing high quality results. 

Top tips for managers for effective performance management cycle

As a manager, there are several ways in which you can unlock the true potential of a performance management cycle. You are one of the key stakeholders who plays an important role in every stage of the cycle. Here are a few tips that can help you augment the effectiveness of the performance management cycle:

  • Invite employee participation and make the OKR setting process collaborative and action oriented
  • Provide constructive feedback to your employees, instead of being too sweet or too negative
  • Help your employees access the right resources and training they need to meet their goals
  • Give your employees a safe space to share their concerns and challenges
  • Don’t micromanage your employees in the name of monitoring
  • Be open about relooking at the goals in case of a misalignment as you move along the performance management cycle

Benefits of using a performance management tool

A performance management tool can significantly help you streamline your performance management cycle by offering the following benefits. 

Performance snapshots

Get automated performance snapshots of your employee’s performance over the 9 box grid to track performance trends over time and provide reviews without recency bias.

1:1 conversations

Leverage guided templates with AI based suggestions for your 1:1 conversations with employees during the monitoring stage based on performance over time. Receive suggested talking points for goal-centered conversations.

Compare performance

Look at historic feedback to see improvement in performance and compare performance over time. You can also compare performance of peers over specific parameters. 

Related Reading

How to create a high performance culture using OKRs

7 steps to effective performance management system

12 common performance review biases to avoid

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