A good Tability alternative keeps goal tracking light enough that people update it every week. If you only need OKRs and check-ins, choose a focused goal tool; if leadership wants OKRs tied to strategy, projects or performance reviews, choose a broader platform and accept more setup.
Leaving Tability usually starts with one of two complaints: the team has outgrown simple OKR tracking, or leadership wants goals tied to something bigger, such as strategy plans or performance reviews. Which one is yours shapes the whole shortlist. Below are seven alternatives in no particular order, with the trend that runs through most of them explained first.
Most replacements sell strategy, not just tracking
Tability's pitch is about tracking OKRs without the process overhead. Read the homepages of the alternatives and a different word keeps coming up: strategy. Several now describe themselves as strategy execution software, with planning, portfolios, projects or talent management wrapped around the goals.
That isn't a bad thing, but it's a different job. A strategy suite asks more of leaders up front and more of everyone each cycle. If your team liked the old tool because updates took a minute, check how goals are set, linked and reviewed in each replacement, and how progress gets updated, before you're won over by the planning features. Run the same real goal through each one before you decide.
There's a quieter shift too. Two of the seven come from the people side of the business, where goals sit next to hiring, feedback and development. That's useful if HR owns your goal process, and a poor fit if goals belong to the leadership team and nobody wants them mixed into appraisals. Knowing who owns goals in your company removes half the list before you book a single demo.
Strategy execution suites
WorkBoard, Mooncamp, ClearPoint Strategy and Perdoo all lead with strategy. They fit leadership teams that want one place for the plan, the goals and the reviews.
Goals joined to projects
Profit.co ties OKRs to projects and performance in one system, which suits teams that track work and goals side by side rather than in two tools.
Goals inside people management
Peoplebox and Synergita come at goals from the HR side, linking them to performance, feedback and development. They make sense when goals feed straight into reviews.
Seven goal tools, A to Z
Alphabetical, in no particular order. Each line paraphrases the vendor's own description.
ClearPoint Strategy
Best for: Organisations running a formal strategic plan; the vendor describes strategy execution software that adapts to how your organisation already works.
Mooncamp
Best for: Leadership teams wanting to plan, execute and review strategy in one closed loop, which the vendor calls modern strategy execution.
Peoplebox
Best for: HR teams linking goals to hiring, development and performance; the vendor describes AI talent management rather than a pure OKR tool.
Perdoo
Best for: Companies rolling goals out to every team; the vendor pitches strategy execution that's simple enough for company-wide use and names a free plan.
Profit.co
Best for: Teams wanting OKRs, performance and projects connected in one AI-powered platform, according to the vendor.
Synergita
Best for: Managers tracking employee performance against OKRs, with periodic feedback and cross-functional goals, per the vendor.
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WorkBoard
Best for: Large enterprises tying OKRs to portfolio management, planning and talent; the vendor calls it an enterprise strategy execution suite.
How the seven compare
| Tool | Leans towards | Good for |
|---|---|---|
| ClearPoint Strategy | Strategic planning software | Running a formal strategic plan |
| Mooncamp | Strategy execution | Planning, doing and reviewing strategy in one loop |
| Peoplebox | AI talent management | Goals tied to hiring, growth and performance |
| Perdoo | Strategy execution | Rolling goals out across the whole company |
| Profit.co | OKRs plus projects | OKRs, performance and projects in one place |
| Synergita | OKRs and performance | Employee performance tracked against OKRs |
| WorkBoard | Enterprise strategy suite | OKRs joined to portfolios, planning and talent |
Advice for leaders who want goals that get updated
The right goal tool is the one your team still opens in month three. So start small: pick one team, set a handful of goals, and run a full cycle of check-ins before rolling anything out company-wide. If updates feel like admin, people stop doing them, and the dashboard quietly fills with stale progress bars.
Be honest about why you're moving. If the problem is that goals don't connect to strategy, a strategy suite helps. If the problem is that people don't update goals, a heavier tool will make it worse, not better. My goal-setting starter kit is a good place to reset the habits, and these tips for building high-performance teams cover the people side.
Whichever group you pick, keep the number of goals small. Teams that juggle too many key results end up updating none of them, and no software fixes that.
Also decide who owns the tool day to day. Someone has to set up the cycle, chase late updates and run the review meeting. In a small company that's often the founder or an operations lead; in a bigger one it might sit with HR or a strategy team. If nobody's named, the new tool will drift the same way the old one did, however well it's built.
Questions to bring to your next goal review
- How many goals does each team own, and could anyone name them without looking?
- When was each goal last updated, and by whom?
- Which goals link to a company priority, and which are just a to-do list?
- Do goals feed into performance reviews, and should they?
- What would make a weekly update take less than a minute?
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Frequently asked questions
What's the difference between OKRs and KPIs?
OKRs are goals you set for a period, with measurable key results that show progress. KPIs are ongoing measures of health, such as response times or sales, that you track whatever the goal.
Do small teams need OKR software?
Not always. A shared document works for a few goals. Software starts to help when several teams need to see each other's goals and updates need reminders.
Should OKRs be linked to performance reviews?
Opinions differ. Linking them can push people to set safer goals, while keeping them separate keeps goals ambitious. Decide your approach before you choose a tool, because some tools assume one way.
How often should OKRs be updated?
Weekly check-ins are common, with a fuller review at the end of each cycle. The right rhythm is the one your team will keep up.
What's strategy execution software?
It's a broader category that connects a company's plan to goals, projects and reviews in one place. OKR tracking is usually one part of it.
Can AI help with goal setting?
Several goal tools now offer AI help with drafting goals or summarising progress. Treat any draft as a starting point and make sure the people doing the work agree with it.
