Gamfi for HR · Module
An OKR goal management programme that cascades the company goal to every team and person
In the Gamfi platform, the company goal cascades down to departments, teams and individuals, and you measure OKRs, KPIs or your own format in one system. You see progress on an ongoing basis, not only in the quarterly summary.
How it works
From the board's goals to the work of every team – in one live system.
- 1
You set the company's goals
OKRs, KPIs or your own format – the framework adapts to how your organisation works.
- 2
Goals cascade down
Company, department, team, person – everyone sees their own goal and what it adds up to.
- 3
Progress is calculated continuously
Data feeds goal progress automatically, so you can course-correct during the period, not only after it ends.
- 4
The board sees the whole picture
Goal achievement across the whole organisation on one dashboard – ready for review without stitching slides together.
More, because it is one system
Goal tools stop at a percentage indicator. In Gamfi, the goal becomes part of the team's work, not a separate ritual once a quarter.
Priorities from the goal flow into the team's work
Goal tools stop at a weekly progress review. In Gamfi, the goal translates into the team's work priorities in the same system where you track tasks and training.
Live data instead of manual updates
Goal progress is fed by data from your systems – goals do not die just because nobody got round to updating them.
Goals reach people without a desk too
Shop, warehouse and production staff see their operational goal on a phone, with no company-domain account – stock shortages, ticket handling time and other frontline measures, not just indicators for people with a computer.
See how Gamfi is used in organisations with distributed teamsCustomers →
Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
What you get in Gamfi
Grouped the way an organisation actually turns strategy into team work – from the cascade to the view the board sits down with for review.
Cascade and goal architecture
- Goal cascading: company, department, team, personcovers HR, operations, production, IT and finance – not just sales
- Goals across multiple periods at onceyear, quarter and month side by side
- Individual and team goals side by sideno double-counting the same contribution
- OKRs, KPIs and your own formats in one systemno forcing one methodology on the whole company
Rhythm and progress updates
- Progress fed by data from your systemsthrough an API or file import, no manual percentage entry
- Automatic reminders to update the goalbefore the deadline, not after
- Reminders and reports per department and teamyou can see where progress has stalled
- Goal risk indicatora signal before it is too late to react
- Forecast based on historical data
Visibility for managers and the board
- Manager dashboard with drill-down to team and department
- Reports and exports ready for the periodic review
- AI-written dashboard summarieswhat changed and where to act, in a few sentences
- KPIs alongside the rest of your HR analyticsthe same dashboards you use to look at the rest of your results
Data and access
- Data import from a filea backup method where you do not have an integration yet
- Documented API for integrationwith your HR system, BI tool or another data source
- Access from a phone, no company email neededthe goal is visible even to someone without a computer or a company-domain account
- The goal as a reference point in 1:1 meetingsthe meeting date lands in the calendar along with the rest of the process
Common questions
Open the one that applies to you.
Do we have to pick one methodology – OKRs or KPIs?
No. OKRs, KPIs and your own metrics work in one system – you match the methodology to how each team works, instead of forcing one format on the whole company.
What if teams do not update their progress?
That is the most common reason goal programmes fizzle out after the first cycle, so we do not leave it to goodwill. A reminder goes out before the deadline, and a missing update escalates to the manager – you see on the dashboard where progress has stalled, before the quarter ends.
Where does the system get goal progress data from?
From your systems – through a documented API, or file import where you do not have an integration yet. Not having a ready-made connector does not block the start.
Do goals in Gamfi affect pay and bonuses?
The goals and OKR/KPI module works independently of pay – there are no fields here for salary or bonuses. If your goals are about sales targets and commission, see Sales Targets and Plans – that module calculates the bonus directly from the result.
Will goals cover employees without a computer too?
Yes. Shop, warehouse and production staff see their operational goal on a phone, with no company-domain account – it is the same access they use for onboarding and training.
How long does it take to launch the first goal cycle?
We agree the schedule at the first meeting and fit it to your calendar – you usually launch the first cycle just before the start of the next quarter or year.
What determines the price?
A few factors affect the price: number of participants, scope of modules and scale of the programme. We are happy to go through the details on a call and in further contact.
For your IT team
The short version of the answer for security and integration teams.
- Goal progress data through a documented API (plus file import to get started)
- Company login (SSO) and automatic accounts (SCIM)
- Immutable event log, data hosted in the EU
- AI suggestions are a prompt for a person, not a system decision – the manager makes the call