What the Goals module is for #

The Goals module helps your company set objectives, align work across teams, and track progress over time using the OKR concept:

• Objectives describe what you want to achieve (directional outcomes).
• Key Results (KRs) describe how you measure progress (metrics).

Armano Goals supports:

• A hierarchy of objectives (Company → Department → Employee)
• Key Results under objectives
• Progress tracking with updates
• Different timeframes per level
• Tracking via Members/Assignees, and viewing via Goals and Employee goals tabs
• Objective/KR detail panel with Overview / Activity / Comments
• KR measurement configuration (Boolean/Percentage/Number/Currency)

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Core concepts and terminology #

Objective #

An Objective is a goal statement. In the Goals tree, each objective appears as a row and can show:

• Members (avatars)
• Time Frame (example shown: Q3 2025)
• Progress (progress bar + %)
• Action menu (three dots) and sometimes an Update button

Objectives can include:

• Admins / Assignee(s)
• Time Frame
• Description
• Attachments
• Activity and Comments history

Key Result (KR) #

A KR is a measurable result linked to an objective. KRs use a measurement type and target range to calculate progress.

From your UI, a KR supports:

• Measurement type: Boolean / Percentage / Number / Currency
• Target: Min and Max values
• Band ranges (button: Manage band ranges)
• Reverse mode (checkbox)
• Custom Weight
• Description
• Activity and Comments

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Hierarchy and alignment #

Armano Goals are organized in a simple alignment tree:

• Company Objective
  └ Department Objective
  └ Employee Objective
  └ Key Results (leaf metrics)

Rules (important) #

These are the rules your help center must state clearly:

1. Max sub-objective depth = 2 levels
   An objective can have sub-objectives beneath it, but only up to two levels down.
2. KRs and sub-objectives are mutually exclusive
   If an objective has at least one KR, that objective becomes a “KR objective” and can’t have sub-objectives.
3. Each level can have its own timeframe
   A parent objective and its sub-objectives can run on different timeframes (e.g., a company objective for H2, department objective for Q3, employee objective for July).

Why this matters
It lets leaders set longer-term goals while teams execute in shorter cycles that still roll up to the parent.

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How progress works (what users should expect) #

1) KR progress (measured progress) #

KR progress is based on:

• Measurement type
• Target Min/Max
• The value achieved (entered through updates/check-ins depending on your flow)

Measurement types in Armano:

• Percentage: progress is calculated relative to the Min/Max range
• Number: progress is calculated relative to the Min/Max range
• Currency: progress is calculated relative to the Min/Max range
• Boolean: typically behaves like incomplete/complete (implementation-specific; keep the explanation simple)

2) Objective progress (when objective contains KRs) #

If an objective contains multiple KRs, the objective progress is calculated from KR progress, influenced by:

• Custom Weight (importance of a KR relative to others)

Help-center guidance (safe and accurate to the UI)

• Use Custom Weight to make some KRs count more than others.
• If weights are not intentionally set, keep them consistent to avoid misleading progress.

3) Objective progress (when objective contains sub-objectives) #

If an objective contains sub-objectives (and no KRs), the parent progress reflects child progress (roll-up).

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Key Result settings explained (based on your UI) #

When you open a KR, the right panel shows:

Measurement #

Choose how progress is measured:

• Boolean
• Percentage
• Number
• Currency

Target (Min / Max) #

Set the expected result range:

• Min: starting or minimum value
• Max: goal value

Band ranges #

Use Manage band ranges to define thresholds for progress interpretation (for example, ranges that you use internally to interpret performance).
Keep this section simple unless you want to specify exact behavior.

Reverse mode #

Use Reverse mode when lower is better (e.g., “Reduce average time spent”).
This matches the UI option and prevents progress from being “backwards.”

Custom Weight #

Use Custom Weight to control how much a KR contributes to its objective’s total progress.

Description #

Add context, formula, and how the KR should be updated.

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Main navigation and screens #

Goals vs Employee goals #

At the top you have:

• Goals: hierarchy view (company → department → employee objectives)
• Employee goals: a view focused on goals by employee/assignee

Objective details panel #

Clicking an objective opens a right-side panel with:

• Tabs: Overview / Activity / Comments
• Fields shown in your UI:
  • Admins
  • Assignee
  • Progress
  • Time Frame
  • Description
  • Attachments
  • Allow progress (toggle)

Status dropdown
A status dropdown exists (example shown: Deferred).
Document this as: “You can set the goal status (e.g., Deferred) from the status menu.”

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Step-by-step workflows #

1) Create an objective and align it #

Steps

1. Open Goals
2. Click + Add Goal
3. Add the goal title
4. Add Members (owners/contributors)
5. Set the Time Frame
6. Add Description (optional)
7. Save

Best practice

• Create the Company objective first, then add Department and Employee objectives beneath it.

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2) Add sub-objectives (Company → Department → Employee) #

Steps

1. In the Goals tree, expand the parent objective
2. Add a sub-objective beneath it
3. Set:
   • Title
   • Members
   • Time Frame (can differ from parent)
4. Save

Important

• You can only go two levels deep under a parent objective.

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3) Add Key Results to an objective #

Steps

1. Open an objective
2. Add a KR under it
3. Configure:
   • Measurement
   • Target Min/Max
   • Reverse mode (if needed)
   • Custom Weight
   • Description (optional)
4. Save

Warning

• Once you add a KR to an objective, you won’t be able to add sub-objectives to that objective.

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4) Update progress (check-ins) #

In your Goals list, some objectives show an Update button.

Steps

1. Find the objective and click Update
2. Update progress (based on the fields available in your environment)
3. Save

Allow progress
If Allow progress is enabled on the objective, it indicates progress updates are permitted.

Where updates are stored

• Use Activity for change history
• Use Comments for discussion/context

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Best-practice OKR patterns #

Pattern A — Cascade, measure at the leaf (recommended) #

• Company objective: strategic direction (no KRs)
• Department objective: tactical focus (no KRs)
• Employee objective: measurable execution (KRs here)

Why it fits Armano:

• Avoids KR/sub-objective conflict
• Keeps measurement close to execution

Pattern B — Company objective measured directly (simple KPI-driven) #

• Company objective with KRs (no sub-objectives under it)

When to use:

• Pure company KPIs where breakdown happens elsewhere

Pattern C — Use timeframes to represent phases #

• Company objective: Q3–Q4
• Department objective: Q3
• Employee objective: July

When to use:

• Execution happens in phases but should roll up to a longer strategy

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