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Performance

Measure whatactually matters.

Every manager gets a view of their team: where OKRs stand, how KPIs are moving, and where someone is starting to slip. It reads in a glance.

Start tracking performance
01
OKRs and KPIs

Two tools, different jobs.

Both live in Wudd. They do different jobs and work better together.

OKR
Direction

Objectives & Key Results

A framework to set ambitious goals and measure progress toward them. Answers: where are we going, and how will we know we have arrived?

  • ·Objective, become the most recognized employer in the region
  • ·Key Result, 80% of employees receive recognition monthly
  • ·Key Result, employee satisfaction score above 4.5
KPI
Health

Key Performance Indicators

Specific, measurable metrics that track day-to-day performance. Answers: how are we performing right now?

  • ·Customer satisfaction, 94%
  • ·On-time project delivery, 88%
  • ·Average response time, under 2 hours
02
Live view

A view that actually shows the team.

Managers stop chasing status updates in meetings. The dashboard shows where every OKR stands and where each person is landing.

  • ·
    Live KPI tracking
    Numbers update from real activity data. No spreadsheet to maintain.
  • ·
    Early warnings
    Wudd flags a drop before it turns into a missed quarter.
  • ·
    Individual view
    Each employee sees how their own work is adding up.
  • ·
    Exports and reports
    Pull a report for leadership in one click.
Team performance, live
Q2 · W06
MetricActualTargetΔ vs plan
Sales Target87%90%−3%
Response-time SLA94%90%+4%
Team Engagement78%85%−7%
OKR Progress91%85%+6%
Flagged rows indicate a metric tracking behind plan for the current cycle.
03
Cascading goals

Goals that flow from top to bottom.

Set company-level OKRs. Watch them cascade to departments, teams, and individuals automatically.

  1. 01
    Company level
    Become the #1 employer brand in our market
  2. 02
    Department level
    HR, raise employee engagement by 25%
  3. 03
    Team level
    Recognition team, 500 recognitions per month
  4. 04
    Individual level
    Sara, send 20 recognitions this quarter
✻Next

Lead with something you can see.

Decisions get easier when you can see where performance actually stands.

Start tracking performance