Weighted goals and OKRs, connected to pay and performance reviews.
AU Goals structures how goals are written, weighted and tracked, and connects attainment to variable pay and performance, so every result is read with the same logic across every decision.
This is what it looks like: the agent pulls attainment for each goal from its source and proposes closing the rating.
Cycle rating: Regional Sales Manager
Q3 2026 · Acme Corp · Rolled up by AU Goals
All four goals have results pulled from their source systems. Collections came in at 87% — before calibrating, check whether the gap is regional or a corporate process issue. Suggest closing the rating at 108.6%.
| SMART goal | Weight | Source | Attain. | Status |
|---|---|---|---|---|
| Quota attainment | 40% | CRM | 118% | Exceeded |
| New accounts opened | 25% | CRM | 92% | Partial |
| On-time collections | 20% | ERP | 87% | Needs review |
| Customer NPS | 15% | Survey | 140% | Exceeded |
| Total | 100% | 108.6% |
Goals that don't talk to anything else.
Weights that don't reflect strategy
Goals get set at the start of the period, but their weights don't always follow the priorities.
Scattered tracking
Progress lives in spreadsheets and meetings, and the result only shows up at the close.
Attainment disconnected from pay
Results get calculated in one place and variable pay in another, which invites inconsistencies.
Calibration without evidence
Each manager rates with their own yardstick, without the data source in view.
How AU Goals works.
Strategy and goals for the period.
Starts from the organization's priorities and flags teams with missing or expired goals.
Proposes goal wording and weighting.
Suggests how to write each goal and how much weight to give it, based on how the organization runs goals: OKRs, KPIs or a combination with skills.
Cascading and tracking.
Cascades goals by team and by person, pulls each result from its source and flags when calibration is needed.
Which goals were met, and why?
Analyzes what was met, what wasn't and what explains the gap, to adjust the next cycle.
AI recommends. People decide.
What the agent does
- Proposes the wording and weighting of each goal.
- Pulls attainment from its source: CRM, ERP or surveys.
- Calculates each person's weighted attainment.
- Flags gaps and suggests when managers should calibrate.
What your team decides
- Set the strategy and approve goals.
- Decide on calibration.
- Close the rating for each cycle.
Connected to the rest of AddUp.
Weighted attainment feeds the variable pay calculation.
Explore module AU PerformanceResults for the period feed into the performance review.
Explore module AU Employee ExperienceTeam experience gives context to the results.
Explore moduleWorks with what you already use.
Integrates with the HRIS and payroll systems your organization already uses, via API, SFTP or unified connectors.
What people usually ask about AU Goals.
Does AU Goals work with OKRs and KPIs?
Yes. AU Goals works with OKRs, weighted KPIs or a combination with skills, depending on how each organization runs goals.
Which systems does it integrate with?
With the HRIS and payroll systems your organization already uses, via API, SFTP or unified connectors.
Can I start with any module?
Yes. You can start with AU Rewards, AU Goals, AU Employee Experience or AU Performance. When you add another module, AddUp connects the data you already have, with no re-entry.
How is it different from doing it in Excel?
In a spreadsheet, every calculation depends on whoever builds it, and the history gets lost from one cycle to the next. In AddUp, calculations are automatic and traceable, you can simulate before you apply, every payout goes through approval with role-based permissions, and pay is read alongside each person's goals, performance and experience.
Tell us how you do it today. We'll show you what it looks like in AddUp.
30 minutes, no strings attached. You'll talk to the people building the product, not a sales rep.
Book a demo