Goals and OKR alignment
Goals that connect people, teams and the company.
OKRs often stop at the slide. EVC links goals across levels with a share of support, and shows which work actually moves them, as recipients see it.
The problem
What we usually see
Work that supports no goal.
Goal weights say one thing, spending says another.
How it looks in EVC
Three scenarios
Goals on every level
Company, department, team and employee goals, each with a weight. Links are proposed from below and confirmed above.
Alignment map
Goals from top to bottom with the value flows that move them. Gaps and imbalances are visible at once.
The right questions
At the start of a period, after a retrospective and on signals, EVC asks goal-setting questions on three levels.
How it is measured
Numbers that describe value, not activity.
Alignment works both ways. Signals from below, such as employee goals and what slows people down, rise as aggregates and can change goals above.
- Share of goals with support from below
- Share of work linked to a goal
- Cost distribution against goal weights
- Contribution to goals as assessed by recipients
Next step
Start with one flow.
A pilot takes one department and two recipient departments over two periods. You will see the first seams within weeks.
Request a demo
See EVC on your own structure.
Tell us about your organisation. We will show EVC on an example close to yours and suggest a pilot: one department, two recipient departments, two periods.
- A 45-minute call with a walkthrough on a generic example.
- Cloud (EU) or on-premise, your choice.
- Pricing on request, sized to your structure.
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