Set the goal. See the proof.

Yes. Harmny cascades objectives across 3 levels — company, team, and individual. Each key result links to its parent goal, and progress rolls up automatically so leadership sees the full picture without manual aggregation.

Key results are time-boxed targets that close at the end of a quarter. KPIs are always-on numeric metrics — like NPS, monthly revenue, or churn rate — that exist outside any review cycle. Harmny tracks both in the same workspace. KPIs feed into OKR evidence at review time so managers can compare quarterly commitments against the business metrics that actually matter.

Initiatives are the projects and work items that move key results forward. Link one or more initiatives to any key result. As initiative tasks complete, their progress rolls up to the key result — giving managers a direct line between daily work and quarterly commitments. Initiatives can span multiple key results if the work contributes to more than one outcome.

Confidence signals are traffic-light health indicators attached to individual key results. Employees set them during check-ins: on track (green), at risk (amber), or off track (red). Managers see a roll-up across their team in the goal dashboard — at-risk and off-track items surface automatically so reviews focus on what needs attention, not what is fine.

The alignment map is a visual tree that shows how every goal in the organization connects to its parent objective. You can start from a company-level OKR and expand down through team and individual key results, or start from any individual goal and trace its contribution up. It makes cross-team dependencies visible before they become blockers.

The AI Coach analyzes your key results, check-in history, and linked KPI data to surface three things: (1) evidence that supports or undermines your stated progress, (2) key results that are statistically likely to miss their target based on current trajectory, and (3) suggested next actions for at-risk items. It runs at the start of each review cycle and on demand.

Goal progress and completion rates pull directly into evaluation cycles as structured evidence. Reviewers see a summary of each person's OKR history, linked KPI performance, and confidence signal history alongside competency scores — reducing recency bias and giving managers facts to anchor their ratings on.

Spreadsheets break when more than 20 people update them. Harmny gives every person their own view, rolls up progress in real time, links goals to reviews and 1:1s, tracks always-on KPIs, shows the alignment map, and surfaces at-risk items with AI Coach — five things spreadsheets cannot do without manual effort.