Enterprise OKR Software

We offer the best solution to implement the OKR Goal System in your Company.

With our OKR Goal and Performance software, we quickly migrate your entire end-to-end performance system to a digital system.

We design the process with you, providing the best suited solution to your corporate culture and needs.

We offer a simple and transparent digital system that allows you to create goals aligned with your company strategies, track your employees' development processes, and move your company forward.

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Devokr Demo Video
Next generation OKR software

Strong, Transparent, and Flexible Solutions with Devokr

Simple and User-Friendly

Devokr offers a user-friendly and simple design for employees. You can easily take advantage of the system's many different features.

Parametric

Devokr is a highly customizable tool for implementing your business needs.

Transparent

With its transparent structure, Devokr ensures tracking company OKRs and alignment with organizational strategies and principles.

Development-Focused

Your development and needs are our priority, and Devokr always aims to be one step ahead.

Digital Solutions

With our 20 years of software experience, your digital solution requests are resolved quickly and professionally.

Organizational Awareness

With our strong HR experience, we handle the process not only as a software provider but also as your HR Business Partner across a wide range of industries.

Devokr will help you turn goals into results

Devokr helps you transform your HR processes with its user-friendly and customizable structure, providing a data-driven, results-focused performance management system aligned with company goals.

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  • OKR Management

    Create your objectives and key results to track your employees' performances

  • Feedbacks

    Communication is the best tool to improve your company skill

  • User & Team_Management

    You can create and invite your employees and manage your departments via using teams

Our Articles

Check out our articles to learn more about OKR

Differences between Traditional Performance Management System and OKR
Differences between Traditional Performance Management System and OKR

In traditional Performance Management Systems, annual targets are usually set at the beginning of the year...

Read More
OKR in Start-Up Companies
OKR in Start-Up Companies

While OKR was initially adopted by tech giants like Google, Intel and Microsoft, business OKRs are now increasingly being used by Start Up firms...

Read More
The Importance of Feedback in OKR
The Importance of Feedback in OKR

Feedback, which is an important development tool, has an effective role in the journey of development and realization of goals.

Read More
Our Team

Meet Our Team

We are ready to provide you support for improving your business with our experienced team members.

Sedat Yıldız
Sedat Yıldız

Managing Director

Eyüp Cingel
Eyüp Cingel

Business Development Manager

Serap Okur
Serap Okur

Business Development Specialist

Emrah Esmek
Emrah Esmek

Fullstack Developer

Sarper Mutlubay
Sarper Mutlubay

Software Architect

Gülsüm Yıldız
Gülsüm Yıldız

Manager / HR & Project Consultant

İpek Merve Yazıcı
İpek Merve Yazıcı, ACC Coach

Manager / Learning and Development Consultant

Melih Çekingen
Melih Çekingen

Test Specialist

Hüseyin Ozan Yeşiloğlu
Hüseyin Ozan Yeşiloğlu

Frontend Developer

Azad Öz
Azad Öz

Test Specialist

Onur Per
Onur Per

Backend Developer

References

Trusted by Leading Companies

Frequently asked questions

On contrary to traditional Performance Management System, goals are generally set quarterly. They are dynamic and transparent to all organization.

The Interection is not only from top to bottom but can be bidirectional from top to bottom and bottom to top.

Tha aim is not only achieving the goal but development.

It is not only focusing the year end tracking but yearlong tracking with constant feedback and development strategy.

Companies should use OKR solutions to implement OKR methodology to their culture

It should be max 4-5.

As it is a system and cultural transformation, it will require an analysis to understand the company culture and identify the company needs.

Company priorities need be defined first and announced to the organization. Then organization OKRs need to be set aligned with Company priorities. When you have the alignment, customize the OKRs and the software into your organization. Set quarterly check in meetings to track the progress with contstant feedback and plan the yearlong activities. It is important to set simple but challenging OKRs that lead development.

KPIs are key performance indicators, consisting of numerical success criteria such as production volume, sales volume, and turnover rate.

OKRs provide the direction we need to take, the necessary strategy, and context. Goals indicate what you want to achieve, while key results demonstrate progress by providing metrics to help you get there. OKRs define where you want to be, not where you are now.

While KPIs are your organization's "key metrics," OKRs are the most important milestones for your future success.

It should not exceed 4.