Connect KPIs to goals and track progress
A KPI measures a result. A goal explains the outcome your team is working towards. Connecting the two gives everyone a clearer view of what matters, how success will be measured and whether the work is progressing as expected. ## Create a goal 1. Open **Goals & KPIs**. 2. Go to **Goals**. 3. Select **New goal**. 4. Give the goal a clear, outcome-focused title. 5. Add its owners and dates. 6. Choose its status, confidence and check-in cadence. 7. Attach the KPIs that will measure success. 8. Add any supporting initiatives. 9. Save the goal. A strong goal describes an outcome rather than a task. For example: - **Outcome:** Increase recurring revenue from existing customers. - **Task:** Contact every existing customer. The second example may support the goal, but it does not describe the result you want to achieve. ## Assign owners A goal can have multiple owners when responsibility is shared across a team. Owners are responsible for: - Reviewing progress - Updating confidence - Completing check-ins - Coordinating initiatives - Responding when a linked KPI moves off track Keep the ownership group focused. Adding everyone can make responsibility less clear. ## Add dates and a cadence Set a start and end date that reflect the period in which the outcome should be achieved. Then choose how often the goal should be reviewed. The right cadence depends on how quickly the underlying results can change: - **Weekly:** Fast-moving operational or sales goals - **Fortnightly:** Team goals that need regular coordination - **Monthly:** Strategic or slower-moving outcomes - **Quarterly:** Long-term goals with less frequent measurement ## Connect KPI key results Attach one or more KPIs as measurable key results. For each key result, set a weight that reflects its importance. Hub combines the weighted progress of the attached KPIs to calculate the goal's overall progress. For example, a customer experience goal might use: - Customer retention — 50% - Average response time — 30% - Customer satisfaction — 20% Weights let you adapt the goal to your workspace instead of treating every result as equally important. ## Unavailable KPI measurements Some KPI measurements may be shown as unavailable rather than zero. This happens when: - The underlying data could not be read during the current calculation. - An activity scan reached its safety limit. - A formula references a KPI whose own data is unavailable. Unavailable measurements are excluded from goal progress with a coverage indicator showing how many key results were measurable. A goal may show partial progress when some key results are available and others are not. If you see an unavailable result, use the **Retry** button on the goal trajectory card to reload the data. Retrying preserves any unsaved goal draft you have open. ## Use parent and supporting goals Link a goal to a parent goal when it contributes to a broader company or department outcome. For example: - Company goal: Improve sustainable growth - Sales goal: Increase qualified recurring revenue - Customer success goal: Improve customer retention - Operations goal: Reduce the cost of delivery This structure helps teams see how their work contributes to a wider objective. ## Add initiatives Initiatives describe the work intended to move a goal forward. Examples include: - Launch a customer renewal programme - Redesign the lead qualification process - Recruit two additional support specialists - Reduce manual steps in project delivery Initiatives should support the goal, but progress should still be measured through its KPI key results. ## Complete a check-in During each check-in: 1. Review the latest KPI results. 2. Update the goal's status and confidence. 3. Explain what has changed since the previous check-in. 4. Record risks, decisions and next actions. 5. Review any corrective initiatives. 6. Confirm who owns each follow-up action. A useful check-in explains the story behind the numbers. Avoid simply repeating the current percentage. ## Browse check-in history Each goal keeps a full record of its check-ins. To review them: 1. Open the goal. 2. Find the **Check-in history** section. 3. Hub loads six entries at a time with a one-entry lookahead. Each entry shows the author, date, status and confidence at that point. 4. Use **Older** and **Newer** to page through the history, or **Latest** to jump to the most recent entries. Check-in history is preserved even when a goal is retired. If a read fails, the displayed page stays visible and you can retry without losing the current entries. Switching goals or adding a new check-in resets the history view. ## Use confidence alongside progress Progress describes what has happened so far. Confidence describes how likely the team believes it is to achieve the goal by its end date. A goal can show strong progress but low confidence if, for example: - A temporary event produced an unusually good result - A major customer is at risk - Delivery capacity has fallen - The remaining work is more difficult than the work already completed Reviewing both signals helps the team act before a goal formally falls behind. ## Retire a goal When a goal is no longer active, you can retire it rather than deleting it. Retiring closes the goal without losing its check-ins, KPI definitions or history. When you retire a goal, Hub: - Sets the goal's status to closed. - Stops its review cadence. - Clears any linked KPI performance alerts associated with the goal. - Retains all check-ins and KPI definitions. To retire a goal: 1. Open the goal. 2. Select **Retire goal** from the goal's action menu. 3. Review the confirmation — it explains which alerts will be cleared and how unsaved edits are handled. 4. Select **Retire goal** to confirm. > **Note:** Retiring is a one-step action. Any unsaved changes to the goal draft are discarded before retirement completes. If you have edits you want to keep, save them before retiring. Retired goals remain accessible and can be deliberately reopened if a goal needs to resume. All check-ins and KPI history are preserved. > **Workspace limit:** Retirement is bounded to workspaces with up to 1,000 KPI definitions and 400 affected KPIs. Very large KPI workspaces should contact their Hub administrator if retirement is unavailable.