Goals and OKRs
Goal tracking and OKR software for small teams
Goals in LVL Up give each staff member a short list of things they are working toward, each with an owner, a due date, a progress figure and a status: on track, at risk or done. On the Growth plan, the same goals can be framed as objectives and key results that cascade from the practice to each team and person, in quarterly cycles. It is built for an owner who wants the front desk, the clinical team and the billing desk pulling in the same direction without hiring a consultant to say so.
How it works
One owner, one due date, one status
A goal is written in a sentence, given to one person and given a date. Its status is one of three words: on track, at risk or done. There is no scoring scheme to learn, and a goal that is slipping is marked at risk by the person who owns it rather than discovered at the review.
Progress the owner updates and the manager can see
The owner of a goal updates its progress as the work moves. The manager sees every goal on their team in one list, with the status beside each, so the question in the 1:1 is about the one at risk, not about which ones exist.
Goals on the record, in front of the manager at 1:1s and reviews
A goal lives on the staff member's record. When the manager prepares a 1:1 or writes a review, the goals and their history are there, so the conversation about the quarter is about what was agreed, not about what each person remembers agreeing.
OKRs and quarterly cycles on Growth
On Growth, the practice writes a few objectives for the quarter and each team and person writes key results that roll up to them. A cycle opens, runs for the quarter and closes, and the next one starts from what was learned. On Team, goals stand alone without the cascade.
How a practice uses it
The front desk's recall goal for the quarter
The practice wants more patients back for their six-month visit. The front-desk lead owns a goal to work the recall list every Tuesday and Thursday, with a date at the end of the quarter. She updates progress each week, and the owner sees it alongside the clinical team's goals instead of asking about it in the hallway.
A billing desk that wants claims out the door faster
The biller sets a goal to submit claims within two days of the visit by the end of the quarter, and marks it at risk in week six when the new payer portal slows everything down. The office manager sees the status change the same day and the two of them fix the portal problem before the quarter is lost.
Two locations, one set of practice objectives
A group with two offices writes three objectives for the year on Growth: patient experience, team retention and a clean credentialing file. Each office writes its own key results under them, and each person's goals roll up. The owner opens one page and sees whether both buildings are working on the same things.
What it does not do
A goal is what you write down. The product does not pull numbers from your practice management, billing or scheduling software, so a progress figure is one the owner of the goal updates by hand. It does not calculate bonuses or tie goals to pay. OKR cascading and quarterly cycles are Growth features; on Team, goals stand alone. It holds employment records for your staff, not patient records, and it is not built for protected health information.
Which plan, and what it costs
Team — Up to 25 people
$29/month, or $278/year
Goals with an owner, due date, progress and status are included on Team for a practice of up to 25 people. Growth adds OKR framing, with objectives that cascade from the practice to teams and individuals in quarterly cycles, and covers a larger practice.
- • Performance reviews & 360° feedback
- • Goals & progress tracking
- • Structured 1:1 meetings
- • Pulse surveys & eNPS
- • Recognition & team directory
- • Standard reporting
- • Included people records, PTO & documents
- • License and certification expiry alerts
- • AI coaching (100 requests a month)
- • Founder-led email support
No credit card. The trial runs on Growth so you can see everything; pick Team when it ends.
Common questions
What is the difference between a goal and an OKR?
A goal is one thing one person is working toward, with a date and a status. An OKR is a way of connecting goals: an objective is the direction, written in words, and the key results are the measurable things that show whether you got there. In LVL Up, every plan has goals; Growth adds the OKR framing, where key results roll up to objectives and the practice runs them in quarterly cycles.
Do we need OKRs in a twelve-person practice?
Probably not yet. A practice with one location and one team usually does well with a handful of plain goals that each person owns. OKRs earn their place when there are two locations or several teams and the owner wants to see that they are working on the same things. Start with goals on Team; move to Growth when the cascade would answer a question you are actually asking.
Can a goal belong to a team rather than a person?
On Growth, an objective can sit at the practice or team level with key results owned by individuals, so a team-level target has named people under it. On Team, each goal has one owner; a shared target is written as one goal per person who contributes to it.
What do on track, at risk and done mean?
They are the three statuses a goal can have. On track means the owner expects to meet the date. At risk means something is in the way and the manager should ask about it. Done means it is finished. The owner sets the status; the product does not infer it.
Does it pull numbers from our practice management software?
No. LVL Up is a staff-side system and does not connect to your practice management, billing or scheduling software. Progress on a goal is entered by the person who owns it. It has a public API and CSV import for staff data.
Can I see all the goals in the practice at once?
Yes. The owner or an admin sees every goal with its owner, date and status on one list, and the analytics dashboard shows how many are on track, at risk and done. A manager sees the goals on their own team.
What happens when the trial ends?
The trial is 14 days, no credit card, then read-only until a plan is chosen. Nothing you entered is deleted while it is read-only.
Related:
Try it with your own team
Import your staff list and set this up for one person this week. Team fits a practice of up to 25 people.