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

Initiators of Performance Assessments:

Initiators can initiate a new review to the employees and allows users to specify performance assessment initiators for the organization’s employees.Learn more.

  • Initiators can commence Performance Reviews.
  • Super Users can assign Review Initiators to start or begin Performance Reviews.
  • Initiators can monitor the review process using the HR Dashboard and once the process is complete, reviewers can close the review process.


HR Statuses:

HR Statuses denote the status and the color code of the performance review in the HR Dashboard.



Statuses denote the status of the assessment and the color code of the performance review in the HR Dashboard.


Q&A templates for the performance review:

Q&A templates can be created for questionnaires in the initiated performance reviews. This enables users to create and group questions in a Q&A template and use it. These Q&A templates can be added to different types of Performance Reviews. Learn more.



Add Competencies:

Competencies are measurable skills or abilities that an individual needs to perform their job roles successfully in an organization. Based on their competencies, the employees are given scores that reflect their overall performance in the organization. Learn more.


In the Create Competency side panel, enter the Competency Name, Group Name, and Description. You can also enable the toggles for Evaluators of Who can Rate the competency ratings of employees in the performance reviews.


Competency Group in the Performance Review:

Users can enable competency groups in performance reviews. This feature allows users to evaluate competencies as a group in performance assessments.

On the Reviews page, select the Competencies tab and enable the Competency Group in reviews toggle. Once it is enabled, the toggles for Final Culture Rating, Average Rating, and Show Group Level Comments appear. Based on your organizational needs enable the toggles. Learn more.


Add Ratings:

Ratings are used in performance reviews to indicate an employee’s level of performance or achievement. During performance evaluations, users can provide ratings for employees. This enables the employee to identify and perform better in their weaker areas. Learn more.




Users can highlight competencies when the manager’s rating equals the employee’s rating. By using this feature, you can highlight competency in the performance review if the assessment ratings are equal. Learn more


Rating Appearance:

Rating appearances like Numeric, Star, Emoji Ratings, and Progress Percentage Slider have 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. Learn more


Rating Visibility:

Rating visibility allows users to view rating scores and names for performance assessments.


Proficiency Level: provides an option to create proficiency levels, and created proficiency can be associated with grades when creating a department.


Summary Info:

Review summary information contains summary boxes that give users a magnified look at the performance scores and ratings. The review summary box helps users understand the overall evaluation of the performance review based on the manager and peer ratings as well as the OKR and goal scores. Learn more


Customize Summary Info:

Users can now customize the appearance of the Review summary information boxes based on organizational needs. Learn more



Review Templates:

Users can configure Review Templates in Performance Review. This feature enables in customizing and creating review templates for performance reviews based on their organizational needs. The review templates help users configure and save templates that can be saved and used in the future. Users can create multiple templates for Q1, Q2, Q3, and Q4 for various review process setups.

Navigate to Settings → Performance → Review Templates from the left navigation panel.


On the Review Template page, click on the + icon to create new templates. Learn more



A dashboard is a visual representation of all of your data. Its prime objective is to exhibit data effectively to users. With the use of effective infographics, users may clearly articulate their data and make key strategic decisions.

Navigate to Settings → Performance → Dashboard from the left navigation panel.

9 Box Matrix:

The 9 box matrix evaluates and plots the organization’s talent pool based on two factors such as performance assessment and potential assessment. Both these factors are plotted in the X-axis (horizontal) and Y-axis (vertical). Let’s see how the 9 box matrices work in Learn more.


You can now customize 9 box matrices in and can evaluate the company’s talent pool. Learn more


Rating Grid:

Just like the 9 Box matrix, Rating Grid can be used to evaluate the assessments, scores, and ratings. By using this rating grid, you can set your own matrix value by adding the attributes and plotting the values on X-axis and Y-Axis.


Users can customize the rating grid in by setting values for the score and assessment grid. Learn more


Bell Curve:

The Bell Curve approach is applied in performance appraisals as a way of distinguishing elite performers from average performers, and further, segregating below-par employees from the overall average. While calculating the individual performance score, the bell curve helps the HR team review the employee’s performance with different curves. Learn more


Incentive Workbench:

HR can set the incentive amount and for the admin to set the incentive frequency and target amount for a user. By setting the amount, the overall incentive will be calculated based on the overall rating and incentive target amount.




Goals can be created under the Performance management module. Setting professional development goals is an important part of growing as an individual in an organization.

Navigate to Settings → Performance → Goals from the left navigation menu.


Enable & Disable Goals:

Goals can be enabled/disabled under the settings menu. This feature allows you to customize the goals option in the navigation panel. When you have active goals to perform, you can enable the goals using settings. Learn more.


Set Weights for Goals:

Users can set 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. In some cases, all Goals may not have an equal impact, so in such cases, applying weightage to goals will increase or decrease the focus on those goals based on the priorities. Learn more


Edit/Delete Past Goals:

Users can edit or delete completed goals. This feature helps users to manage past goals efficiently by making the necessary changes and by deleting them you save more space for future goals. Learn more


Associated KRs:

Users can view the Goals associated with any key results that are summarized to give you an overview. This feature enables users to access and monitor the status of the goals and the key result progress assigned to them. Users can also associate key results progress to goals.


Goal Cadence:

Restrictions can be set for the users who create goals for a specific time period. By using this feature, Super Users can restrict Profit Users from creating new goals for a specific time period. Learn more


Status and Priorities in Goals:

Create a new status and a priorities for goals that allows you to prioritize and rank e your goals based on organizational needs. Learn more


Succession & Development:

Customize layouts can be created for Individual Development Plans, Performance Improvement Plans, and Potential Assessments for the employees in the organization through the Succession and Development window. Learn more.

Navigate to Settings → Performance → Succession and Development from the left navigation panel.

Individual Development Plan:

Individual Development Plan or IDPs help organizations to identify and address distinct potential in employees individually and fill the position of key roles within the organization based on their capability in coping up with their professional goals


In the Master Layout tab, users can customize the IDP plan using the Sections and Attributes from the Palette tab in the right directory panel and in the Inspector tab to customize the Standard Behaviour and Visibility of the selected section



Performance Improvement Plan:

Performance Improvement Plan help organizations to identify and address current potential employees and fill the position of key roles within the organization. It helps employees to improve their job performance and achieve their career goals. This helps managers to collaborate with the most effective employees on action plans and activities that are beneficial for both employees as well as the business.


In the Master Layout tab, users can customize the IDP plan using the Sections and Attributes from the Palette tab in the right directory panel and in the Inspector tab to customize the Standard Behaviour and Visibility of the selected section



Potential Assessment:

Select the Potential Assessment tab and enable the Potential Assessment toggle.


For Potential Questions, click on the + icon to Create Question, enter the question name.


For Potential Ratings, click on the icon to Create Rating, select the color code, enter the name, and description.


Performance Ranking:

In you can rank the individuals based on their Individual Performance Score in the Performance Reviews. This feature allows you to rank the progress of the employees and reward them with achievement scores via Performance Ranking. These rankings will be reflected in the Review summary information of the employee.

Navigate to Settings → Performance → Performance Ranking from the left navigation pane to enable and configure Performance Ranking.


Performance Trend Report:

The Performance Trend Report feature is exclusively created for HR Admins to track the employee’s quarterly performance and the overall reviews they have received.

This feature helps the HR administrators to calculate the average performance score of the employees based on their previous performance reviews, which then helps HR admins to decide about the employee promotions and increments in forthcoming years.

Navigate to Settings → Reports → Performance Trend Report from left navigation panel.


Enter a new name for the Report, and by default, all the Review Summary Information will be selected, you can manually remove the information which you don’t want on the Report.



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.