OKRs & Performance

An OKR pairs an objective (the outcome you want a rep to reach) with one or more key results (the measurable signals that tell you the objective is on track). The objective is the destination, the key results are the mile markers. When you assign one, you are telling a rep exactly what good looks like over a defined window, which is what makes practice feel purposeful instead of busywork.

OKRs are an optional studio feature. If you do not see OKRs in the admin sidebar, enable them in studio settings (Settings has an OKRs enabled toggle). Once on, OKRs appear under the Performance group.

Where to start

1. In the admin sidebar, open Performance > OKRs (/workspaces/admin/okrs).
2. Click New objective in the top right.

Setting up the objective

• Assign to: Choose one or more people. Each person you select gets their own copy of the objective, so you can roll out the same goal to a whole team in one step while everyone still owns their own progress. You must pick at least one person.
• Objective title: State the outcome in plain language. A strong objective is a result, not a task. "Become confident handling pricing objections" is better than "Do objection practice," because it names the change you want to see.
• Start date and End date: Define the window. A deadline is what turns a goal into something a rep acts on this week rather than someday. Shorter windows (a few weeks to a quarter) keep the goal in view.
• Status: New objectives begin at Not started. You generally do not need to set this by hand. When you later edit the objective, its status is derived from its key results (all key results completed shows Completed, any in progress or completed shows In progress, otherwise Not started).
• Publish OKR: This switch controls whether the rep can see the objective. Leave it off while you are still drafting. Turning it on makes the OKR visible to the assigned person and sends them an email letting them know it was assigned. Publish when the goal is final and you want the rep working on it.

Adding key results

Each objective needs at least one key result. Click Add key result for as many as you need, and use the trash icon to remove any extra (you cannot remove the last one).

• Description: Write a measurable signal of progress. A good key result has a number or a clear done state, so there is no debate about whether it was met. "Complete 5 objection simulations scoring 80 or higher" beats "get better at objections."
• Start date and End date: Set the window for that specific result. Results can be staggered inside the objective so progress builds in stages.
• Status: Track each result as Not started, In progress, or Completed. These statuses roll up to drive the objective's overall status and the progress bar reps and admins see.

Pressure-test the goal with Evaluate SMART

Before you save, click Evaluate SMART. It reviews your objective and key results against the SMART standard (Specific, Measurable, Achievable, Relevant, Time-bound) and returns written feedback under each key result. Use it to catch vague or unmeasurable wording while it is still easy to fix. A goal a rep cannot tell whether they have hit is a goal they will quietly ignore.

Save

• Save objective creates it and returns you to the OKR list.
• Save and add another creates it and immediately opens a fresh form, which is handy when you are setting up several objectives in one sitting.

Remember: nothing reaches the rep until Publish OKR is on. You can save unpublished drafts and publish them later from the OKR list.

Once objectives are live, the OKR list is your dashboard for who is working toward what and how far along they are. Reviewing it regularly is what keeps goals honest: a published objective nobody checks back on stops driving behavior. Treat this page as a coaching tool, not just a record.

Viewing progress

Open Performance > OKRs (/workspaces/admin/okrs). The page has two parts:

• Selected objective detail at the top shows the objective you most recently clicked, including who it is assigned to, the due date, an overall progress bar (the share of its key results marked complete), and each key result with its status and dates.
• All objectives is a table of every objective on the current page. Click any row to load it into the detail view above.

Finding the objectives you care about

Use the filter toolbar to narrow the list:

• Search by title to jump to a specific objective.
• Filter by person to review one rep's goals during a one-on-one.
• Filter by status (Completed, In progress, Not started) to spot stalled goals or celebrate finished ones.
• Sort by date or title, and use the arrow button to flip between ascending and descending order.

The table is paginated, so use Previous and Next to move through longer lists.

Actions

Admins have per-row controls on the right of each table row:

• Edit (pencil): Change the objective or its key results. Updating key result statuses here is how progress moves, and the objective's overall status recalculates automatically from those statuses.
• Publish / unpublish (eye icon): Toggle whether the assigned rep can see the objective. Publishing a previously unpublished objective also emails the rep. Unpublishing hides it again without notifying them.
• Delete (trash icon): Permanently remove an objective. This cannot be undone, so use it for objectives that are no longer relevant rather than completed ones you may want for the record.

Add key results in bulk

If several objectives need the same new measure, select their checkboxes in the table and use Add key results to append identical key results to all of them at once. This saves opening each objective individually when you are rolling out a shared expectation across a team.

Badges are how Salesably makes consistent effort and strong performance visible. Where OKRs set individual targets, badges create a shared standard of recognition: anyone who hits the bar earns the same mark, and reps can see what their teammates have earned. That visibility is a quiet but real driver of adoption, because people repeat behavior that gets noticed. Design badges around the habits you actually want, not around what is easy to count.

Badges are an optional studio feature. If Badges does not appear under the Performance group, enable it in studio settings. When on, manage badges at Performance > Badges (/workspaces/admin/badges) and click Create badge.

The two kinds of badge

Every badge falls into one of two categories, and the choice defines what behavior you are rewarding:

• Completions (a Completion badge): Earned by finishing a set number of activities. Use these to reward showing up and putting in reps. They are ideal for building a practice habit early on.
• Achievement (an Achievement badge): Earned by scoring at or above a minimum on a set number of activities. Use these to reward quality once the habit exists, so reps aim for good practice rather than just frequent practice.

What the badge tracks

• Activity type: Choose Tests, Learning Paths, Assignments, or Simulation. This is the kind of work the badge counts.
• Simulation type (only when the activity type is Simulation): Scope the badge to Objection Handling, Pitch, Discovery, Outbound & Inbound, or Play, or choose Any Simulation to count all of them. Use a specific type when you want to push a skill that needs work, and Any when you just want overall practice volume.
• Learning Paths note: Learning Paths can only use Completion badges, because they are not scored. The Achievement option is disabled for them.

Setting the bar

• Number of activities: For a Completion badge, this is how many activities must be finished. For an Achievement badge, it is how many qualifying (high enough scoring) activities are needed.
• Minimum score (Achievement only): The score a rep must reach for an activity to count toward the badge. This is read as a percentage for tests and as points for simulations. Set it where it represents real competence in your studio, high enough to mean something but reachable with effort.

Keep thresholds honest. A bar set too low makes the badge meaningless, and one set too high makes it feel out of reach and gets ignored.

Name, description, and look

• Badge name: Give it a short, motivating label reps will want to earn.
• Description: This is generated automatically from your category, activity, and threshold choices (for example, "Complete 5 discovery simulations."). You can edit it, but the auto text keeps the earning rule clear and accurate, so review it rather than rewriting from scratch.
• Appearance: Pick an icon, shape, and color so badges are easy to tell apart at a glance.

Save with Create badge. To recheck who qualifies after you create or change badges, use the Sync all badges button on the Badges list, which recomputes earned badges across your team.