Choose a replacement by how your team will keep goals up to date, not by the length of the feature list. Lightweight OKR tools suit teams that want goals tracked with little process. Strategy execution suites suit leaders linking goals to plans and projects, and talent platforms suit HR teams tying goals to performance.
Goal software rarely fails at the setting stage. It fails in week six, when updates stop and the dashboard quietly goes stale. Perdoo pitches itself as powerful enough to run a business and simple enough for the whole company to adopt. If you're looking elsewhere, here are seven options in no particular order, from light OKR trackers to full strategy suites.
Set, link, review, update: the loop to test
Every goal tool promises alignment. What decides whether it works for you is how smoothly a goal moves through four stages, and how much effort each stage asks of busy people.
- Set: how quickly a team can write an objective and its key results, and whether templates help or get in the way
- Link: how a team goal connects to a company goal, and whether people can see that link without digging
- Update: whether progress updates come in automatically from other tools or rely on someone remembering every week
- Review: what a leader sees at the end of a quarter, and how easily the lessons carry into the next one
Ask each vendor to walk one goal through that full loop, from the first draft at the start of a quarter to the review at the end. The updating stage is where most rollouts stall, so give it the most attention.
Seven goal tools, A to Z
In no particular order. Each line describes the tool as its vendor does.
ClearPoint Strategy
Best for: Organisations doing strategic planning and execution that need software adapting to their own structure, as the vendor describes it.
Mooncamp
Best for: Leadership teams planning, running and reviewing strategy in one closed loop, which the vendor calls a new standard for strategy execution.
Peoplebox
Best for: HR teams that want AI help across hiring, development, retention and performance, with goals as one part of talent management, per the vendor.
Profit.co
Best for: Teams connecting strategy, performance and projects on one AI-powered OKR platform so everyone executes and tracks goals together, according to the vendor.
Synergita
Best for: Managers tracking employee performance with OKRs and periodic feedback, with the vendor stressing collaboration across functions; a free trial is named.
Tability
Best for: Small teams who want OKRs tracked without heavy process, assigning goals to people or AI agents and updating progress automatically, per the vendor; a free plan is named.
WorkBoard
Best for: Large enterprises aligning people and capital to strategy, with OKRs, strategic portfolio management and talent management in one suite, as the vendor puts it.
Three ways these tools think about goals
OKRs with as little process as possible
Tability is built for tracking OKRs without the overhead, letting you assign goals to people or AI agents with progress tracked automatically. Synergita frames OKRs around cross-functional collaboration and periodic feedback between managers and their teams.
Strategy execution for leadership teams
Mooncamp treats strategy as a closed loop of planning, doing and reviewing. ClearPoint Strategy focuses on strategic planning that adapts to how your organisation already works. Profit.co connects strategy, performance and projects with AI, and WorkBoard brings OKRs, portfolio management and talent management together for large enterprises.
Goals inside talent management
Peoplebox sits closer to HR, with AI for hiring, developing and keeping people, where goals feed performance and growth conversations. It suits companies that want goals and reviews in the same place. If your team is new to the method, start with my explainer on what OKRs are and how they work.
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Side-by-side summary
| Tool | Focus | Good for |
|---|---|---|
| ClearPoint Strategy | Strategic planning software | Planning that fits how you already work |
| Mooncamp | Closed-loop strategy tool | Planning, doing and reviewing in one cycle |
| Peoplebox | Talent management | HR-led goals tied to performance |
| Profit.co | OKR and project platform | Linking OKRs to day-to-day projects |
| Synergita | OKR and performance | Goals tied to regular feedback |
| Tability | Lightweight OKR tracker | Small teams keeping OKRs simple |
| WorkBoard | Enterprise strategy suite | Enterprise strategy, portfolios and OKRs |
Advice for leaders choosing a goal tool
Match the tool to how your company already plans. If you set goals once a quarter and talk about them in a weekly meeting, a light OKR tracker is plenty, and it's far easier to get people using it. If your leadership team runs portfolios of projects and resources against strategy, a heavier suite will earn its keep, but it'll need an owner and some training.
Don't let the tool decide your method for you. Write down how you want goals set, linked and reviewed first, then see which product fits that. If you can't describe your process on one page, you're not ready to choose software for it, and that's fine: a spreadsheet will hold you over while you work it out. And if goals are going to feed performance reviews, decide that openly before rollout, because it changes how ambitious people are willing to be.
Your first quarter on a new goal tool
Start small. Pick one team, or the leadership team alone, and set no more than a handful of objectives for the quarter. A tool full of half-written goals from every department looks busy and tells nobody anything.
Decide who updates what, and when, before you start. If the tool can pull progress from your CRM, project tracker or spreadsheets, switch that on early so updates don't depend on memory. Put a short check-in on the calendar every week or fortnight and keep it to the goals that are off track.
At the end of the quarter, hold the review inside the tool rather than in a slide deck. That's the moment you'll find out whether it fits how your team thinks. For a broader shortlist, see my guide to OKR software.
Do you make OKR or goal management software? Tool makers can ask to be considered for a featured place on this list.
Want your tool on this list? Featured spots and reviews here are paid partnerships. Here's how to partner with me.
Frequently asked questions
What's the difference between OKR software and strategy execution software?
OKR software focuses on objectives and key results for teams. Strategy execution software adds planning, projects, portfolios and reporting for leadership, with OKRs as one part.
How many objectives should a team have?
Keep it to a handful per quarter. Fewer goals get updated and reviewed; long lists tend to be ignored by week six.
Can goals update automatically?
Some tools pull progress from other software so people don't type updates by hand. Ask which of your tools each vendor connects to.
Should goals be linked to performance reviews?
It's a choice. Linking them can make goals feel like targets people are judged on, which some teams find makes them set safer goals. Decide this before rollout.
How long does it take to switch goal tools?
Switch at the start of a quarter. Export current goals and history, set up the new tool with one team first, then widen it.
