DON'T JUST SET GOALS. MAKE STRATEGY HAPPEN. 🎯
Turn organizational vision into measurable objectives with Balanced Scorecards and departmental OKRs.
Ztek Technologies
Lagos, Nigeria · 148 Staff
Performance Pillars
Evaluation & People
All department & KPI weights verified to 100% before CEO lock.
₦1.20B
Stretch: ₦1.50B · 86% pace
84.2%
Exceeds 70% activation gate
12.5% + 5%
Pool Activated + Stretch Uplift
88.6%
19 Culture Ambassadors
Company Strategy & Departmental OKR Cascade
Weights = 100%Each department's OKR achievement feeds the weighted Strategy Efficiency Index (SEI).
4 Objectives · 12 KRs
3 Objectives · 9 KRs
3 Objectives · 8 KRs
Total Score = ∑(Perspective Score × Perspective Weight) = 100%6 Perspectives
4 Classic BSC + OKR Strategy + Behavioral Culture
100% Math Guard
Zero skewed weights across departments, KRs & KPIs
180° Reviews
Calibrated self & line manager behavioral evaluations
Weeks, Not Months
Rapid Excel template onboarding for 1–300+ employee SMEs
Separate “What” You Achieve from “How” You Achieve It
Most performance tools either track tasks without strategic context or grade vague behaviors. Kairohy combines the 4 Core BSC Perspectives with two dedicated 100%-scored pillars: Strategy Efficiency (OKRs) and Organizational Culture.
Financial Perspective
Track revenue growth, profitability, cost control, and margin targets with clear KPI formulas and rating multipliers.
Key Measurement KPAs / KPIs
Customer Perspective
Measure customer satisfaction, retention rates, net acquisition, and service-level responsiveness across client touchpoints.
Key Measurement KPAs / KPIs
Internal Processes
Drive operational efficiency, quality control, delivery speed, and regulatory compliance across daily workflows.
Key Measurement KPAs / KPIs
Learning & Growth
Invest in employee capability, certifications, training completion, and innovation readiness for future scale.
Key Measurement KPAs / KPIs
Strategy Efficiency (OKR Pillar)
Cascades annual company objectives into departmental OKRs. Calculates the Strategy Efficiency Index (SEI) that unlocks the company bonus pool.
Key Measurement KPAs / KPIs
Organizational Culture Pillar
Evaluates how each individual lives out company values via level-specific behavioral indicators and structured 180° reviews.
Key Measurement KPAs / KPIs
Every Perspective Scored Out of 100%, Rolled Into One Truth
Clients independently set their Strategy weight (min 20%) and Culture weight (min 20%), while the 4 Core BSC perspectives automatically fill the remaining share (default 55%).
Built for How Real Organizations Plan, Review & Reward
Explore how Kairohy connects boardroom strategy to individual scorecards and behavioral culture—without spreadsheet chaos.
OKRs, Bonus Pool Policy & Departmental Cascade
Turn boardroom revenue targets into departmental Key Results with mathematical 100% weight validation and automatic bonus pool activation.
- Set annual Company Revenue Target, Stretch Target, Bonus Pool %, Activation Threshold (default 70% SEI), and Stretch Uplift %.
- Organization Objectives stay pure and strategic—departmental weights and KR weights enforce strict 100% totals before submission.
- Line Managers cascade departmental KRs into team contributor allocations and quarterly milestones.
- CEO reviews all departmental submissions and locks the plan for the cycle with a single click.
Company Strategy & Bonus Pool Policy
Kairohy Live Configuration View
Revenue Target
₦500,000,000
Base Annual Goal
Stretch Target
₦600,000,000
Ambitious Tier
Activation Gate
70% SEI
Strategy Efficiency Index
Bonus Pool %
15% (+10% stretch)
Auto-Allocated by Dept Weight
From Annual Strategy Session to Bonus Payout in 5 Structured Stages
Kairohy automates the entire performance calendar—sending email notifications before deadlines and automatically locking expired stages so governance never slips.
Onboarding & Cycle Windows
Auto-locks expired windows1-Click Excel Onboarding & Automated D-Day Windows
HR downloads Kairohy’s structured Excel templates for Employees, OKRs, and BSC KPIs, populates them, and bulk-imports the organization in minutes. HR sets deadlines for Performance Contracting (PC), Periodic Reviews, and Growth Evaluations (GE)—with automatic email reminders at 2 weeks, 1 week, 5 days, 3 days, 1 day, and D-Day.
Strategy & CEO Lock
100% Weight Guard enforcedCompany Targets, Bonus Pool Policy & Departmental OKRs
HR inputs the annual Revenue Target, Stretch Target, Bonus Pool %, Activation Threshold (70% SEI), and Stretch Uplift. Line Managers submit departmental OKRs (enforced to 100% weight). The CEO reviews all departments and clicks "Approve & Lock", publishing the company target and bonus policy to all dashboards.
Performance Contracting (PC)
Up to 5 draft versions savedAuto-Populated Strategy/Culture + Mutual KPI Sign-Off
Employees log into their portal to build their BSC KPI contract. Strategy KRs auto-populate from their department; Culture indicators auto-populate from their organizational Level. The employee submits to their Line Manager, and any edits require mutual acceptance before advancing to HR.
Mid-Cycle Check-Ins
Evidence-backed check-insMandatory Periodic Reviews & Evidence Uploads
At 40–50% of the cycle, Kairohy activates the Periodic Review channel. Line Managers and employees document progress along each KPA, upload verifiable evidence, and record course corrections. Entries are preserved as an immutable audit trail to jog memory during final scoring.
Growth Evaluation & PRC
PRC Governance built-in180° Growth Evaluation, Dispute Committee & Bonus Roll-Up
Employees self-evaluate and meet with their Line Manager. If a gridlock occurs, checking the "Dispute" box routes the case to the CEO-appointed Performance Review Committee (PRC). HR isolates Top 10% and Bottom 10% performers for PRC justification, and Kairohy auto-calculates SEI, Culture Health, and exact departmental bonus payouts.
Catch Culture & Performance Red Flags Long Before They Hurt Growth
Kairohy enforces objective, bias-free governance rules with full evidence, justification fields, and audit trails.
Automatic "Culture Ambassador" Badge & Certificate
When an employee’s behavioral culture score exceeds their KPI score, Kairohy automatically awards a public Culture Ambassador badge and certificate—celebrating cultural role models without artificially inflating their hard performance score.
Auto-Flag "Culture Improvement Area" + Development Plan
High KPI achievers who lag in behavioral values are flagged early. The system requires a mandatory coaching and behavioral development plan so "brilliant jerks" never erode team trust.
Persistent Culture Misalignment Alert
Three consecutive cycles below 40% in Culture triggers a formal Management Review Alert to HR and leadership recommending "Consider exit — persistent culture misalignment" backed by timestamped multi-cycle evidence.
Labor-Law Compliant PIP & Job Rotation / Exit Decision
Combines sub-40% performance scores with documented Performance Improvement Plan (PIP) records to surface a legally defensible "Exit or Job Rotation" alert with full justification trails.
15-Minute Session Timeout Guard
Native sliding cookie expiry, 60s countdown warning, and cross-tab logout sync.
Draft Freely, Submit Strictly
Save work-in-progress drafts anytime; 100% weight guards validate before submission.
NDPR & Labor-Law Ready
Data encryption, role-based access control, and 5-version contract history.
Tailored Views for Every Role in Your Organization
Employees see their personal scorecard and departmental progress; Line Managers, HR, and the CEO unlock full organizational visibility and calibration controls.
CEO & Executive Leadership
Boardroom & PRC Control
- Review & lock annual Company Strategy, Revenue Targets, and Bonus Pool %.
- Approve departmental OKR cascades and weight allocations (100% verified).
- Appoint the Performance Review Committee (PRC) to resolve disputes and vet Top/Bottom 10%.
- Monitor real-time Strategy Efficiency Index (SEI) and Culture Health gauges.
HR Administrators
Governance & Cycle Engine
- Bulk onboard employees, departments, levels, OKRs, and KPIs via `.xlsx` templates.
- Configure cycle dates (Quarterly, Bi-Annual, Annual) with automated countdown reminders.
- Define level-specific Culture competencies and calibrated 180° evaluation workflows.
- Bulk grant employee portal access and generate automated bonus pool distributions.
Department Heads & Line Managers
Cascade & Coaching Hub
- Draft departmental OKRs, assign team contributors, and track departmental mileage.
- Co-author and approve employee Performance Contracts (PC) with mutual sign-off.
- Conduct mandatory mid-cycle Periodic Reviews with evidence uploads.
- Submit Growth Evaluations and provide PRC justifications for Top 10% and Bottom 10% staff.
Employees & Team Members
Self-Service Growth Portal
- View company revenue target, bonus activation threshold, and departmental progress.
- Auto-populate Strategy KRs by department and Culture indicators by organizational level.
- Accept or reject Line Manager contract edits and check the "Dispute" box if deadlocked.
- Complete self-reviews and submit evidence-backed 180° evaluations on mobile or desktop.
Everything You Need to Know About Kairohy
How does Kairohy separate "What" (Performance) from "How" (Culture)?
Kairohy scores the 4 classic Balanced Scorecard perspectives (Financial, Customer, Internal Processes, Learning & Growth) separately from the Strategy (OKR) pillar and the Organizational Culture pillar. Each pillar is scored internally to 100% and then combined using your organization’s configured weights (e.g., 55% Core BSC + 25% Strategy + 20% Culture = 100%).
How does the Bonus Pool activation and Strategy Efficiency Index (SEI) work?
Leadership sets the annual Revenue Target, Stretch Target, Bonus Pool %, and Activation Threshold (default 70% SEI). The SEI is the weighted average of all departmental OKR scores. If the company reaches 70% SEI, the bonus pool activates; hitting 80–90% or 100% triggers the configured Bonus Stretch % uplift.
How does the 180° Culture Evaluation work in Kairohy?
Kairohy uses a calibrated 180° evaluation model: the employee completes an evidence-backed self-evaluation against their level competencies, followed by a collaborative review and rating calibration with their Line Manager. If disagreements arise, a built-in dispute mechanism escalates to the Performance Review Committee (PRC). Multi-rater 360° peer feedback is also planned on our product roadmap.
What happens if an employee and Line Manager disagree during evaluation?
During Performance Contracting, any edit made by one party must be accepted by the other before advancing to HR. During final Growth Evaluation, if an employee and Line Manager hit a gridlock, the employee can check the "Dispute" box. HR isolates disputed evaluations and escalates them to the CEO-appointed Performance Review Committee (PRC) for binding resolution.
How fast can we onboard our existing staff and KPIs?
In hours, not months. Kairohy provides downloadable `.xlsx` templates for Employees, OKR Strategy, and BSC KPIs. HR populates the spreadsheet, uploads it once, and Kairohy automatically creates accounts, assigns roles, and sends bulk portal invitation emails.
Align Strategy, Scorecards & Culture Across Your Entire Organization
Start with Kairohy today. Upload your organization structure via Excel, set your Company Strategy & Bonus Pool policy, and empower every team to perform at their best.