This guide is specifically designed for the super users of the software. As the super user is open to special privileges to administer and maintain the system of the organization, this guide helps them to learn the functions and understand their key role better. This guide will foster the responsibility and the managing competency of the super user.

As the super user’s enjoy super access to system administration and the software management, it is vital that they know their role better, instead of diving into the account without having any prior orientation about the product. This super user guide is chiseled in such a way that all the salient and the key functions of the software are highlighted in a coherent order. Just go through the super user guide and learn how to enjoy a hassle free access to accounts in your administration. Starting from managing OKRs modules, Task, Engagement and Performance the key settings part is handled by the admin and you can know it all under a single roof. mainly focuses on establishing a customer friendly product that will be accessed from anywhere anytime at ease. So being a super user is more like managing the freedom of the fellow employees, so learn it better and manage it efficiently as you’re going to run the success story of your organization through your management skills.


OKRs help you to have synchronized and orchestrated goal management systems that allow a business to implement a strategy based on their Objectives and targeted Key results. An OKR consists of one Objective, that defines a goal to be achieved, and it can have up to 7 Key Results to measure the progress towards the Objective. Click here, to read more about OKRs.

Alignments & Dependencies:

Alignment and Dependencies provides a hierarchical view of how your team’s objectives are aligned with other objectives and key results.

How to Access the Alignment & Dependencies page of OKRs?

  • Go to Settings→ OKRs → Alignment & Dependencies from the left navigation panel.
  • The Alignment & Dependencies Page will open. Here you can manage Alignments & Dependencies via this page.

To read more about Top down and Bottom up alignment, click here.

Top Down Alignment:

In top-down alignment, you can align your OKRs in by assigning your Key Result as an Objective, or, as a Key Result. This way, the assignee will receive that Objective or Key Result as a priority.

  • Enable multiple assignees.
  • Accept/Reject Assignments
  • Copy KRs to Individuals as Objectives or KRs when assigned from the Corporate, Department or Team OKRs.


A user can assign a sub key result to multiple assignees.


To learn more about this, click here.

Bottom Up Alignment:

In the bottom-up alignment of OKRs, you can select which OKR you want to align with while creating OKRs and view the OKRs from the bottom-up alignment. A good alignment will ensure that your employees focus on Tasks and KeyResults that matter to the organization

  • Allow Bottom Up Alignments for Key Results.
  • Accept/Reject Alignments
  • Always add aligning objective as a contributing key result
  • Allow aligning an objective as a key result under another key result
  • Allow alignments to only one level above the aligning objective’s level


Check-in Score Propagation

In the Alignment and Dependencies option, you can allow users to decide to enable/disable sync the check-in progress from sub key results by default. You can also enable/disable the toggle to allow users to override check-ins at the parent key result level.


To learn more about this process, click here.

Differentiate between direct check-in values and check-in values synced from sub-KRs in the check-in history of key results

The check-in progress made in the Sub Key Result will reflect in their parent key result and the objective respectively. By enabling Show latest Check-in Comments toggle, you can view the check-in progress updates of key results as comments under Key Results. This helps to distinguish between direct check-in values ​​and synced check-in values ​​from sub-KR.


To learn more about the Check In Comments, click here

Contributing and Non-Contributing key results in bottom-up alignment allows you to do a bottom-up alignment of Contributing & Non-Contributing (Soft Alignment) objectives as a key result to the target objective. With the use of this feature, you can determine whether a key result outcome is helping to achieve the objective or not even when they are all aligned with it.


To learn more about Contributing and Non-Contributing key results in bottom-up alignment click here

Baseline Sequence:

How to create a new Baseline Sequence?

  • Super users can create and save baseline sequences for users to use them while creating Baseline KPI key results.
  • Click on Settings → OKRs → Baseline Sequence to open the Baseline sequence page.
  • Click on the given link to learn, the steps to create a Baseline sequence in


The Superuser will have the ability to set the time period for creating OKR. The organization may have set some objectives for quarterly planning and others for annual planning. The toggle to establish the time frame for objectives can be enabled by the superuser if he wants to limit the time frame for an OKR.


The window’s start and end times are set by default to be 10 days before and 30 days after the start of a quarter, respectively. These settings can be changed as necessary by the superuser.

Additionally, the superuser can enable approval processes for the users to create and modify their own OKRs.

Approval Flows

The superuser must enable the toggle in order to configure approval flows. By default, there would be 1 employee manager authorized to approve each OKR. But, this setting can be extended to any number. The user would be able to see the approval status under the “pending OKR approvals” menu.

To learn more about how to restrict users from creating OKRs, click here.

To learn more about approval flows, click here.

OKR Weightages

The superuser can also assign weightage to each objective and key result to set the priority. The assigned weightage will affect the total average score for the objective and key result.

To know more about how to define weights for key results, click here.

To learn more about how to define weights for objectives, click here.


Move OKRs

By turning on the toggle, the Superuser can also keep an eye on and approve or disapprove the transfer of OKRs from one department or team to another. To learn more about controlling the movement of OKRs, click here.


Frequencies: comes with a vast number of check-in frequencies that you can select from.

The default check-in frequency for the OKRs in your department can be set based on their preferences. Click here to learn more about frequencies.

Dashboards & Filters:

A C-level or Director-level view that typically provides a real-time snapshot of the overall development of your organization and permits historical comparison by applying a time period filter. Pie charts based on OKR status, bar graphs for OKR by department, and additional configurable views are all available. Each graph is interactive as well, where you can drill into it to dive deeper into specific OKRs.

Profit also provides to filter and export files from the company dashboard.


To learn more, click here.

OKR Filters: provides a set of predefined status filters for the OKRs which can help you to filter OKRs based on their current status.


Click here to learn more

Department Heat Map:

A heatmap is a graphical representation of OKRs progressed department wise where values are depicted by color codes. Heatmaps make it easy to visualize complex data and understand it at a glance. We are going to provide an option to generate a heatmap dashboard for department OKRs.


To know more about the department heatmap, Click here.

Key Result Types: offers 7 types of key results. Click here to know more about which key result type to choose.

Navigate to Settings → OKRs→ Key Result Types from the left navigation panel.

You can Enable/Disable Key Result based on your requirements, and you can also choose the default key result creation type.


You can set a custom percentage to cap the progress of your main result types in Click here to learn more about how to cap key result progress. also allows users’ to stretch goals or progress key results beyond 100%. Click here to learn more.


KPIs are associated with key results to track quantitative outcomes and to measure the achievement of your Objective. You can also define and maintain a library for KPIs where you can create KPIs based on your business needs. After creating KPIs, you can allow your employees to select, use and reuse KPIs for better tracking and reporting. You can also create KPI category in

Click here to learn more about who can create KPI and How to create it.

Edit a KPI from the Key result edit page:

To learn more Click here

Customize OKRs creation form:

You can add more information to the section of the OKRs Master layout that will be used as input when creating an OKR.

Customize OKRs creation form

Click here to know more about how to add additional information while creating OKRs

Milestone Sequence:

In a milestone tracked key result is non-measurable. We can create a new milestone sequence while creating a new key result. The milestone sequence you create will be saved under the My Templates category.

Navigate to Settings → OKRs → Milestone Sequence to open the Milestone Sequence page.

Milestone Sequence

Click here to learn more about how to create a Milestone Sequence. also provides an option to do parallel check-in in the Milestone Sequence and progress for Individual sequences for tracking. Click here to learn more about it.

OKR Levels:

Every company will have multiple departments, and sometimes companies will have cross-functional departments that work towards solving a particular problem. allows you to create OKRs at four levels.

  • Navigate to Settings→ OKRs → OKR Levels from the left navigation menu.
  • Enable the Toggle keys. (By default Individual OKRs will be enabled)
  • Super users can enable all levels like corporate, Departmental, Team and Individual OKRs.
  • The Authorized user or the head can create OKRs under the respective levels.

OKR Levels

OKR List View: allows you to customize the OKR List page by adding the necessary features. Click here to learn more.

We can also customize the assignee’s name and image icon in All my OKRs Page, Dashboard view and Objective/Key Result Indicator.

OKR List View


OKR List view customization

End of Quarter Presentation:

The End of Quarter presentation is a tool in that helps users quickly and easily create a PowerPoint presentation with Overall OKR progress and KR progress for the current quarter, and plan for the next quarter for any department and available in all department tabs.

First we have to enable the toggle for End of Quarter Presentation.


To know more about this Click here.

OKR Progress Presentation and End of quarter presentation: allows you to download your OKR progress report for the week or quarter periods with a single click, instead of preparing it manually for a meeting. To download enable the toggle in the OKR list view.

OKR Progress Presentation

You can also set and download the custom field information in the OKR progress presentation.

OKR Ranking:

Ranking the OKRs according to progress is possible with Employee OKR achievement can now be ranked, and OKR ranking can be used to reward employees who achieve high achievement levels.

The Corporate, Department, and Team OKRs all use OKR Ranking. By customizing the predefined ranking and adding new ranks, the superuser.

Check out the complete steps on how to enable and customize OKR Ranking.

OKR Ranking


Periods can be used to create time periods for your OKRs. Periods allow you to set the start and end dates of each quarter, which makes it easier for you to manage the quarters and monitor your OKR progress each quarter as it has been set. Click here to learn more about generating periods.


Reflect/ Reset OKRs: allows you to Reflect/Reset the important and successful OKRs from the preceding quarters. You can also carry forward the OKRs without any change, or you can also modify them based on your requirements. The Superuser can enable Reflect/Reset in the settings menu from the Navigation panel on the left side. Click here to learn how to enable Reflect and Reset.

Reflect and Reset

To learn more about how to Reflect/Reset OKRs with Sub KRs click here

Reflection Dashboard: allows you to enable and customize the reflection dashboard to monitor and improve the reflection process of the OKRs.


To learn more about the Reflection Dashboard Process, click here

OKRs Reviews: allows you to customize the Master Layout of the My Organization and My Department OKR. My Team, Employee Reviews with the help of OKR Reviews. Click here to learn more about how to enable and conduct OKR Reviews on

You can also customize the status of the first review.

OKR Reviews

You can also delete the OKR reviews in which you perform the [Progress, Plan, Problems] approach.


Set Conditional Attributes for OKR Check-in Review:

By setting a conditional attribute, you can track the reason why the users have made changes while doing the check-ins.

Set Conditional Attributes for OKR Check-in Review

To learn more about the process of setting attributes, click here.

OKR Triggering:

OKRs establish predetermined standards by which the actions can be carried out automatically without user input. By using this feature you can set defined criteria by which the actions can be done automatically without user intervention.

OKR Triggering

To learn more about the process of setting triggers, click here.


OKR Status has a unique color code and an achievement score based on which you can validate the progress of the key results.

Click here to learn more about how to create statuses and set color codes for the statuses in


Status Propagation:

The sub-key result progress can be chosen to reflect or not to reflect in the objective or parent key result in the statuses option.


To learn more about this process, click here.


The tag feature enables the user to link the objective to a specific section. Click here to learn how to create tags.



By using OKR templates, users can quickly choose an OKR that closely resembles their goals. They can use the objective’s key results as-is or modify them to fit their objectives. Click here to learn more about how to create templates in


Create Template


OKRs promote transparency and suggest OKRs be visible company-wide. Also, based on circumstances or certain reasons you can restrict the OKR visibility. The department OKRs, team OKRs, and individual OKRs can all have their visibility set by the superuser. There are several customisation options available, including visibility to management, direct supervisors only, superuser only, and visibility to all employees.

Individual OKR Visibility

To learn more about how to set OKR visibility, Click here.

You can modify the settings for the access list and department OKR visibility. To learn how to change these settings, Click here.

An access list is a list of users to whom the superuser can grant access to the OKRs. They are not required to belong on the team. To learn more about how to set team visibility and access list, Click here. allows you to change the visibility settings of the OKRs after you check in the key results. Click here to learn more about it.

Meetings:’s standout feature is the ability to schedule meetings, giving teams and departments a venue for communication and regular meetings.

Navigate to Settings→ Meetings and enable the toggle.


Click here to learn more about scheduling meetings.

Click here to learn more about 1:1 meetings


In the OKR methodology, OKRs are heavily informed by a business’s overall company strategy. That’s why offers the option to link OKRs with specific strategies. Companies can align their OKRs per company strategy.

The five main attributes of a strategy include initiatives, directives, priorities, measurements, and focus areas. It is important to set directives and priorities before creating the focus area of the initiative.

Navigate to Settings → Strategy, and enable each toggle on the individual pages for Directives, Priorities, Focus Areas, Measurements, and Initiatives.

These features form a thorough strategy module that aids businesses in articulating their strategy over a number of years rather than just a few quarters, as with OKRs. As you can see from this flowchart, strategic directives and priorities inform a company’s focus areas. Combined with the right measurements for their given focus, teams can create the initiatives and milestones they want to prioritize for a given period of time. From these top-tier goals, teams can then develop their objectives, and the rest of the OKR.


Directives :

Strategic Directives are broad, high-level areas of focus that drive early discussions about what an organization wants to achieve at the highest level and in a broad sense. To create a directive, Navigate to Strategy→ Directives and fill out the directive number, name, and description.

Focus Areas:

Strategic focus areas help management specify the mission of the organization. Defining focus areas can help business success by giving clear direction for goals so that progress is moving in the right direction. To create a new focus area, Navigate to Strategy→ Focus Areas and fill out the focus area number, name, and description.

Initiatives :

A strategic initiative is created to assist teams in setting appropriate goals in order to fulfill an organizational objective. To create an initiative, Navigate to Settings→ Initiatives and fill out the initiative name, the year for the strategic plan, and owner. Additionally, you can also assign a division ( department ) responsible for this initiative, associated focus areas, status of the initiative, associated KPIs, as well as the category and waves.


After creating an initiative, the user will have access to create and complete milestones under it. Only after the completion of all milestones under an initiative, the initiative will get completed.

Milestome Attributes

The milestone would also include characteristics like name, description, budget, weightage and milestone month. You can choose the necessary attributes to be enabled for each milestone. The progress of a milestone will determine the progress of the initiative which would in turn determine the progress of the aligned OKRs of the company.


“Waves” refers to the duration of an initiative. The superuser should mandately create waves for an initiative before assigning them to users for the creation of an initiative. The wave can either be short term or long term.

Create Wave

To learn more about how to set a milestone in strategy click here and to learn about how to delete an initiative click here

This Assigned division field helps the Initiative definers to add the members of the department. By adding the department under this, the members of the selected department in the assigned division field will also have access to view & link their OKRs with initiatives. click here to learn more

Assigned division

By enabling the toggle, the members of the chosen department will also be able to link their OKR with initiatives in the designated division field.

In the OKR Category section, you will find the Show OKR Category in the objectives toggle; it will be enabled by default.

create Objective

You can remove the OKR category from the Create Objective page if you don’t want to add an OKR category while creating an objective.


Strategy measurements are used to identify KPIs that keep a record of the measurements that the business should be tracking. Navigate to Settings → Strategy → Measurements to create a measurement. The master layout of this form can also be edited.


Strategic priorities is the most important higher-level business goals a company is looking to achieve. To create a priority Navigate to Settings → Strategy → Priorities. The master layout of this form can also be edited.


You can select the necessary reports to be generated for the strategy by turning on the toggle for the Initiative Overview, Initiative Performance, and Financial Performance reports you want to include in the strategy module based on your choice.



The strategic roadmap helps organizations initiate and manage projects and demonstrate how effectively they align with the strategy of the company. Moreover, the roadmap maps out the best ways for IT to communicate high-level IT plans and objectives. As a supportive bridge between planning and execution roadmaps help organizations visualize outcomes by being able to detect pitfalls and bottlenecks easily.


Click here to learn more about the strategic roadmap

TASKS: provides a robust task management system that allows you to create, prioritize, and keep track of tasks. You can link tasks to key results, use Kanbans to visualize workflow, assign tasks to other people, and view the tasks for the department.

Priorities: allows you to customize the priority status for your tasks. By giving each task a priority value, you can prioritize them using this feature. These priorities help users in assigning tasks according to priority.


Click here to learn how to add a new priority status to tasks.


Under security of tasks, the superuser can enable the toggle for Task Assignment, Tasks Visibility, Task Controls, Restrict Task Assignment that is to decide the tasks to be assigned to any employee or Assign Task to employees reporting to the logged in user (logged in users’ org).

Task Assignment: allows you to Accept/Reject the tasks which are assigned to you and allows you to assign tasks to multiple users by enabling the toggle under security.


Tasks Visibility:

Profit gives you the flexibility to set the visibility of tasks. All employees can view the tasks of other employees by enabling task visibility. You can also restrict visibility if you wish to.

Click here to learn more about how to set the visibility of tasks in


Click here to learn more about how to create a new task.

Click here to learn more about how to assign tasks to others.

Task Controls: allows you to edit the assigned tasks and also create sub tasks to it. You will also have the option to assign the sub-tasks to anyone.


Click here to learn more about creating sub tasks.

Restrict task assignment allows users the option to assign tasks to anyone, in addition to restricting the task assignment to the employees who report to them.


Click here to learn more about task assignment.

View All Employees Tasks: allows you to view all your employees’ tasks in one place.

Navigate to Settings → Tasks → Security from the left navigation panel and enable the toggle All employees can see all tasks.


You can access all employees’ tasks under Tasks → My Space → All Employee Tasks.



Set Custom Attributes for the Tasks :

Navigate to Settings → Tasks → Master Layout to edit the layout. By default, a section will be available. You can edit the names of the sections in the Inspector tab. From the Palette section, you can also add the sections and attributes by dragging and dropping them into the layout.


After adding the sections and attributes, users can fill in the additional information while creating tasks.

Assign tasks to Multiple users :

You can assign tasks to multiple users and can manage tasks effectively.


Click here to learn more about assigning tasks to multiple users.

Creating Recurring Task: gives you the option to manually plan your daily and recurring tasks; you can now set up the recurring tasks in advance. Click on the link labeled “Set Recurring” and then set the status in “Recur When” before saving it to set a recurring time frame.

After selecting the due date for a task, you will have the option to set the task as a recurring task.



Click here to learn more about recurring tasks.

View all the associated tasks under the Key Result: allows you to associate tasks under a key result to progress effectively. These tasks will not progress the key result when it is completed it will be just associated with them. There is a separate key result type for task based key results which will progress only based on the tasks completion.


Click here to learn more.

Email notifications for Task Assignments:

When the user assigns a new task to another user, the user will get an instant notification in Action Center as well as in email and will be able to view the task assigned and work on it.

Navigate to Settings → General → Action Center to set up email notifications.

Click here to learn more about how to set up email notifications for task assignments.


Awards allows you to reward your employees for timely updates and reaching their objectives. Since their efforts are valued, employees are encouraged to put in a lot of effort and finish their tasks.

Click here to learn more about how to create and edit awards.

Create Awards

Initiate Pulse Survey

Pulse Survey helps you to conduct surveys by giving them an opportunity to give their feedback on that. Pulse surveys are small and quick surveys that are strategically designed to measure employee engagement and collect employee feedback anonymously.

Click here to learn more about how to initiate a pulse survey.


Click here to learn more about completing a Pulse Survey.

Click here to learn more about how to download reports from a Pulse Survey.

User Management

As long as your account is active and subscribed to, you can always add new employees.

Add new employees

Navigate to Settings → User Management → Active Users to add new users


You can add departments / sub departments which are in your organization and add department heads and later users to the respective departments.


You can also add Job titles too the users and add it to their directory


Number Generation

You can now set a manual user ID/Employee ID while adding the user in instead of auto generating a number for the user.

Number Generation

Custom Attributes for User Management: lets you choose the attributes for the user management section as well as manage the fields in the master layout.


Terminate/revoke users from

When an employee leaves an organization, you may consider removing the employee’s profile from Profit. Click here to learn how to terminate/ revoke users from

Terminate/revoke users from

Proxy all the users

Super users can proxy for all the users in their account by using the toggle user can proxy for all users in Profit Access Information.

Profit Access Info

Adding job grade to an employee

Organizations can conduct accurate performance reviews and yearly promotions by giving employees grades that are pertinent to their work.

Grade Department

User Roles has five different user roles that users can use to access, manage, and carry out different job functions, each with its own associated features and modules. Based on their designation, each employee of an organization can be given a suitable role.

Standard Roles

Name Description
Super User Super User can access all the modules
Profit Manager Has access to create, view, update, delete objectives & key results and access and create KPI
Profit User Has access to create, view, update, delete objectives and key results
Profit Read Only Has access to view only
Task User Has access only for the task


Add- on Roles also provides an option to create Add-on Roles for users to provide access or privileges to view certain modules.


Performance Management

Add Competencies:

API Access :

Competencies are measurable skills or abilities that an individual needs to perform their job roles successfully in an organization. These competencies are measured through rated scores. Learn how to add competencies in


Enable performance review:

Performance review helps to assess and evaluate the performance of the employees. Click here to enable performance review in

review type

Initiate automatic review for next grade performance:

There are scenarios, where the HR administrator wants to perform the next grade review for an employee when their manager review score is above a threshold. Click here to initiate automatic review for next grade performance in


Reopen Closed Reviews:

We can reopen the latest closed review from the Past reviews section to refer, edit or make changes to it.

Reopen Closed Reviews

To know more about this process, click here.

Configure the “End” date for the assessments while initiating the review:

We can set an end date for the assessment while initiating a new review. This option helps you to reopen the assessment when it is not completed before the end date.

Configure the

To know more about this process, click here

Create employee/job grades:

Employee grading is one of the practices used in performance management. Many organizations use employee grades to differentiate between positions and determine the level of complexity, decision making, and skills required for each job. Learn how to create employee/job grades in


View the overall score of an employee in the performance review: provides three score points in the review summary. These are automatically calculated after the manager has submitted his/her performance rating for the employee. Check out how to view the overall score of an employee in the performance review.


HR Business Partner:

HR business partners can manage the performance review done by the users who come under their organization.

HR Business Partner

To know more about the process of HR Business Partner click here.

Matrix Manager:

Matrix manager can respond to the approval request along with the manager when the user creates or edits a goal.

Matrix Manager

To know more about the process of Matrix Manger, click here.

Incentive Workbench: provides an option for HR to set the incentive amount and for the admin to set the incentive frequency and target amount for a user.

Incentive Workbench

To know more about this process, click here.

Proficiency level in Employee Review: provides an option to create proficiency levels and this created proficiency level will be associated with the Grades that you mention while creating a department.

Proficiency level in Employee Review

To learn more about the process of setting proficiency levels, click here.

Bell Curve:

While calculating the individual Performance Score, Bell Curve helps the HR team to review the employee performance with different curves.

Bell Curve

To learn more about Bell Curve, click here.

Succession and Development:

There are three kinds of plans under succession and development, namely, individual development plan, performance development plan and potential assessment. All these plans focus on different kinds of performance development targets like improving the performance of employees, generating parameters for reviewing performance and suggesting performance goals to be achieved in order to acquire a promotion.

Individual Development Plan:

An individual development plan (IDP) is an individual performance evaluation tool that assists employees in enhancing their career and personal development. The primary goal is to help employees reach short and long-term career goals, as well as expand their professional skills in their current job performance.

A highly customizable plan that outlines the career goals you want to accomplish and the steps you can take to meet those goals through proper identification, organizing and planning.

The Individual development plan can be enabled by the super user for the employees to view and the initiator will Propose the individual development plan for the employees who needs improvement, the coach/ mentor will initiate the individual development plan and the user has to show progress on or before the stipulated time, action will be taken by the manager accordingly.

individula development plan

Performance Improvement Plan:

If the manager feels that the performance of certain employees is poor or below the average level, he may assign performance improvement plans for those employees. A coach or a mentor can also initiate this plan. It indicates that they fall behind the other employees in major professional skills and need to improve their performance in order to fit in the organization. The manager can initiate performance improvement reviews for every quarter or whenever he/she may deem fit do so. This plan may also include peer assessment, affinity based reviewers or secondary reviewers, if necessary. To know more, check out how to enable performance improvement plans in


Initiate Employee Performance Review:

You can initiate employee performance review in, check out to learn how to initiate employee performance review. To initiate performance review for an employee, select the option. ‘Performance improvement plan’ under succession and development in the performance menu. Once you initiate the toggle and enter certain details inclusive of coach/mentors for the employee, improvement area, description of the plan, the plan will get initiated. Check out how the user shows progress in a PIP.

Potential Assessment:

Potential assessment is a default 9-box matrix consisting of performance parameters for the employees. The manager can use this chart for performance appraisal of the employees, as their positions are plotted on the graph automatically based on their performance reviews. These parameters are completely customizable and the HR administrator can add or delete parameters if needed. Usually, performance reviews or individual development plans are initiated only for those employees who have been plotted at lower levels in the potential assessment of the organization.

potential assessment

Settings Options for Performance


Competencies are designated skills or attributes that managers would like employees in certain positions or departments to possess. Super Users can write new competencies under Settings → Performance → Competencies.


Create groups of competencies by pressing “Add Competency Group”. Add new competencies to groups by pressing the “+” sign next to the group title.


Define Weights at Competencies

Assign weights among the Individual competency levels based on the priority of the organization. Now an employee can plan and perform their tasks according to the weights assigned to each competency.


To learn more about this process, click here.

HR Statuses

HR statuses defines the status of the performance review that is initiated by the HR of your organization. You can know the status of the review by the color code that is suggested by default.
Navigate to Settings → Performance → HR statuses,

: By default we provide 2 statuses Initiated and Closed


When the initiator initiates the review it will be under the initiated status and when the HR adds his comments and closes the review it will be moved to the closed status. To know more about the performance management flow click here


Ratings are used to measure competencies, usually on a sliding schedule. Create a new rating by navigating to Settings → Performance → Ratings.


Press “Create” to add a new rating. Some examples of ratings would be “poor,” “fair,” or “excellent”. These are used to measure an employee performance or skill level for a certain competency.


Star Ratings

The star rating scale has been introduced, to gauge employee performance. Based on your requirement, you can choose between what kind of rating scale appearance you need to use for employee review.


To learn more about this process, click here.

Rating Group

Super users can organize ratings into groups by navigating to Settings → Performance → Rating Groups.


Rating groups are collections of the ratings created under Settings → Performance → Ratings. Rating groups can be associated with competencies on a performance review as a range of options to rate the competency on Create a new Rating Group by clicking “Create” next to the Rating Group title.

rating group1

Review types in supports two review types: affinity-based performance reviews and conversation & feedback reviews.

To enable these review types, navigate to Settings → Performance → Review Types.


Select the toggle to the left of each review type to enable it.

Customizing review questions

To customize questions in affinity based performance reviews and conversation and feedback reviews navigate to Settings → Performance → Review Types.

Select “Questions Builder” next to the review type you would like to edit


In the Questions Builder, you can add and edit the format using the “Palette” tab.


You can edit question details, visibility, and make questions mandatory using the “Inspector” tab.

question builder1

Show the Peers’ feedback to employees:

We can view your peer feedback given by other employees.

employee performance review

To know more about this process, click here.

Employee Sign-off

Once the review for the It’s a feature used in Performance modules to observe the result of an assessment given by an employee. We have to enable the toggle which will be present in the Performance review process.To know more about employee sign off click here.

question builder1

HR Sign-off

Once the over all cycle of the review process gets over, the HR sign-off will close the assessment with the below mentioned steps. We have to enable the toggle which will be present in the Performance review process.To know more about HR sign-off click here.


External Reviewers:

Externals can perform assessments if they are requested by any other employees.

External Reviewers

To learn more about setting external reviewers, click here.

Secondary reviewer assessment

Secondary reviewer assessment can now be enabled via the toggle which will be present in the Performance review process to get an additional review done for an employee which overwrites the manager’s assessment.


To know more about secondary reviewer assessment click here.

Restrict the number of peers

While you perform peer assessment review in performance management this helps you to set a limit to the number of peers that can be nominated for peer reviews. Firstly you should enable the toggle named set the number of peers and set a count for that.


To know more about the restriction process click here.

Auto approve Peers:

HR can now auto-approve peers added by the employee during self-assessment.


To know more the flow process click here.

Auto-approve their peers in Self-Assessment Review

Employees can auto-approve peers which they add during self-assessment.


To learn more about this process, click here.

Hide Manager Over-all Rating from Employees

Control the visibility of Managers’ Overall rating in the performance review summary. If The super user does not want to show the Manager’s rating to the employees, they can hide their ratings using this option.


To learn more about this process, click here.


Goals are present in the Performance Modules to improve the employee’s individual performance by linking the performance with the individual goals . First we have to enable the Goals which will be present in disabled state by default inside the Settings.


To know how to create goals click here.

Approval Flow for Goals:

Creating goals can go for one round of approval to the managers once created/edited/deleted by the employees to have a check on their work and progress.


To know more about the approval flow click here.

Also the manager can approve multiple goals at the same time.

multiple goals

Email Notifications for the events in goals:

Customize email notifications for goals by enabling the events related to goals and their approvals in Goal settings.

Customize email notifications

To know more about this process, click here.

Share goals with other users:

You can now share goals with other users and they will be tracked under the progress named shared goals.

Share goals

To know more about this process, click here.

Associate Goals with Sub Key Results

If your sub key result and goals are interconnected then you can link both. By Associating Sub Key Results with goals you can automate the progress of your goals via the check-ins that you make in sub key results, also you can precisely achieve your goal on time with your associated sub key results.


To learn more about this process, click here.

Link Goals with Performance Reviews:

You can now link goals in the performance review while doing an assessment in Managers can assess the employees against each goals.


To know more about the linking process click here.

Edit/Delete past Goals:

You can now edit or delete your past goals in This will help users to manage the past goals efficiently by making the necessary changes as well as by deleting them you save more space for future goals.

Edit/Delete past Goals

To know more on this click here.

Add Notes in Goals: provides an option to add notes in a created goal. You can also add notes on others’ goals.
Add Notes in Goals

To know more, click here.

Set Weights for Goals:

Provide weights for each goal in order to distribute the weightage to the number of goals created, this helps you to know your progress based on the weightage calculation.

Set Weights for Goals

To know more about this process, click here.

You can also override competency and goal weights at grade and department level.

Goal Progress Dashboard:

We can set rank name and percentage to view the rank of individuals based on their Individual Performance Score in the Performance Reviews.


To know more about this click here.

Performance Ranking:

We can set rank name and percentage to view the rank of individuals based on their Individual Performance Score in the Performance Reviews.

Performance Ranking

To know more about this click here.

Check the login process for each Goal Level:

We can check the login process in the section called Action which will be present in the option called Audit Trial.

Check the login process for each Goal Level

To know more about this click here.

Export Reviews in HR Dashboard:

You can now export the self assessment, compiled peer feedback for each employee, the list of peers who reviewed each employee, manager and secondary manager reviews that you circulate during performance assessment via PDF format in

my review active

To know more about exploring the performance reviews click here.

Customize 9 Box Matrix:

We can customize 9 box matrices and can evaluate the company’s talent pool. Customize box headings, descriptions, and additionally change the title or value of the X and Y axis so you can tailor review data and presentation in the way that is most valuable for your company

9 box metrics

To know more about the customizing process click here.

In a created 9 box matrix you can assign a color for the employees that fall into a given category. This enables easier sorting and puts more details in your control.


To know more about this process click here.

Matrix radio question for a performance review in

You can now build your performance review questions using Matrix radio question support. In a performance review/survey, matrix radio question type is useful where you have several multiple-choice questions or statements, all with the same set of possible answers or different sets of answers.


Reopen Peer Assessment from HR Dashboard:

HR can now reopen the assessment of peers from the HR dashboard as well.

self assessment

To know more about this process click here.

Restrict the number of peers in peer assessment:

Restrict the number of minimum and maximum peers while you perform peer assessment review in performance management.

peer assessment option

To know more about the restriction process click here.

Limit the number of peer assessments an employee can perform :

Limit the number of peer assessments an employee can perform for an initiated performance review to give room for others to perform peer assessment and also avoid the same person giving peer assessment to more number of employees.

peer assessment option1

To know more about this processclick here.

Different evaluators can rate the competencies in the performance assessment provides a new toggle for reportees, that can be managed while adding new or editing existing competencies. One more form of Evaluator introduced for assessing the Individual in Competencies. If we want a particular competency to be rated by a group of reportees who reports to a particular user then this toggle can be used in combination with department or job title

update competency

Review Summary Dashboard

In Review Summary Dashboard provides all the open ended answers provided by the managers and peers can be viewed in the dashboard at one shot.

review summery builder

To know more about the Review Summary Dashboard click here.

You can add the subordinates line in the affinity chart coming under Overall review Summary.

Review Summary Dashboard

Include OKR scores in Performance Review:

We can add the OKRs in performance review while performing the assessment.


To know more about this process, click here.


You can customize the corporate level logo/icon from the business settings.


To know more about this process, click here.


Business information

The Business information in records the significant information related to the industry. You can also find the information of the account holder. You can also edit the business information.

To edit the information, Navigate to Settings → Business Information.


Customize the appearance allows you to customize the header color, background color, and left menu color. This will help you and your organization to use the user account with the color of your choice.

To customize Navigate to Settings → Business Information.


You can also Reset the appearance to default if you wish.

Action Center

Action Center is a centralized place where you can view action items that need your attention for check-ins and approvals.

You can also configure every single notification you receive from by navigating to Settings → General → Action Center.


Send notifications of pending actions as a daily summary

You can enable the option to receive email notification for pending actions on a regular basis. You can enable the email summary notification through Settings.


Modules has 5 different modules, Each module can be customized according to your needs. Modules help you to control and manage the most significant functions in Modules are those which appear on the left navigation panel.

Enable/Disable Modules

From the left navigation panel, select Settings → General → Modules. You will be directed to the Modules page. Here you can enable or disable the desired modules.


You can also add or remove options from those corresponding modules in the left navigation panel and top menu by customizing the modules.



Organizations use employee grades to categorize positions and identify the level of complexity, decision-making, and skills needed for each position.

Creating Grades

Navigate to Settings —> General —> Grades and click on Create to create a grade.


Enter Grade code, Grade Name, and Validation cutoff to advance to the next grade level, also validation cutoff to be promoted into this grade. You can also add competencies to employee grades to get employees reviewed for the particular grade level.

We can also add scoring buckets at grade level.


Hashtagged Conversations

Hashtagged Conversations helps you to communicate and converse with others throughout the organization. You can enable the feature by navigating to Settings → General → Hashtagged Conversations



Users can attach documents under Key Results and Tasks from different sources and this will be configured by superusers through Settings.
Click here to know more about it.



API Access

Using the API Access key, the superuser can connect the app with other applications. This cutting-edge feature is exclusive to the enterprise plan subscription. The user also has the choice to regenerate the access code or key whenever necessary.


User Access

Navigate to Settings → Security → User Access from the left navigation panel. defines a session timeout as a passive period during which the user is inactive on the application for a predetermined amount of time as determined by the server. In addition to this, you can also force the user to change the password for specific periods regularly.

user_access also provides authentication codes for security breaches like unauthorized access and also you can restrict users from logging in through username/ password.


TV and Devices

The superuser can set up the app in their Apple TV and monitor the progress of their organizational goals. The installation and set up procedure is very simple. By using the app on other devices, the user can manage the OKRs of his organization from other locations like home. The display monitor of the TV can even be set up in other premises of the office for observation and analysis.



Integrations allows you to integrate your account with 40+ independently designed work, project, tasks, dashboards, and system apps and manage your OKRs.



You can manage billing and upgrade your license via the Billing option in Settings. Know our pricing plans and how to upgrade your account. Also, know how to repurchase plans that expired and purchase new licenses in


Delete Account

You can delete your Profit. co Account at any time via Settings. Deleting your account stops the email notification as well. Deleting your account will delete all your data and information from database. Once deleted, your data cannot be restored.



Localization helps you to access the language options in You can use with your desired language and can progress through the OKRs efficiently.