Enterprise OKR Software

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

Objectives are easy to remember, qualitative definition of what you want to achieve. Objectives should be simple, inspirational and challenging.

Key Results are the road maps that enables you to reach your Objective. They are a set of metrics. It is advised to have 2-4 Key Results for each Objective.

Align your employees with your company objectives to turn the goals to results

Next generation OKR software

Aspects of our system


It enables to track company OKRs and be align with organization strategies and principles. .

Simple & Inspiring

It is simple but inspring. Easy to keep in mind and track. At the same time measurable and result oriented.

Feedback oriented

It gives you the opportunity to progress your goals and develop your competencies with 360 constant feedback


Devokr is a dynamic goal and performance management software that supports cross-team collaboration.


Our OKR solution is highly customizable tool to implement your business requirements.

Employee oriented

With OKR, you can evaluate the performance of your employees and improve their individual development.

Our features will help to improve business

OKR (Objectives and Key Results)is a goal-setting tool to set challenging, dynamic, transparent goals with measurable results. With OKRs, you can track your own goals by being align with company goals.

OKR Management

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


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...

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...

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.

Our Team

Meet Our Team

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


Sedat Yıldız

Managing Director


Eyüp Cingel

Business Development Manager


Serap Okur

Business Development Specialist


Emrah Esmek

Fullstack Developer


Sarper Mutlubay

Software Architect


Gülsüm Yıldız

Manager / HR & Project Consultant


İpek Merve Yazıcı, ACC Coach

Manager / Learning and Development Consultant


Melih Çekingen

Test Specialist


Hüseyin Ozan Yeşiloğlu

Frontend Developer


Azad Öz

Test Specialist

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 is generally suggested to set 5 Objectives..
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.
No it is should be qualitative rather than quantitative. KRs need to be quantitative.
It should not exceed 4.