General

HOW MUCH DOES KHORUS COST?

$15 per user, per month. You can get more details here.

WHAT SIZE COMPANY SHOULD USE KHORUS?

We recommend Khorus for companies of 20 people or more.

Why? For a very small company, it is relatively easy for the CEO to pull everyone into a room, explain the vision and strategy, align teams, drive execution, etc.

But as the organization grows, clarity is difficult to scale. Miscommunications happen more frequently. Silos develop. Mission-critical insights get buried in layers of management.

Khorus is designed to solve precisely these challenges. We’d still love to talk to you if your company is smaller, but customers really begin to see the advantages of Khorus as it grows past 20—and they only increase as you grow toward the enterprise level.

CAN JUST ONE TEAM IN OUR COMPANY USE IT?

Sure.

We caution, however, that some of the most exciting perks of Khorus—cross-functional visibility, companywide forecasting, and high-powered leadership meetings—come when the whole organization is using Khorus.

WE ALREADY SET SMART GOALS EVERY QUARTER. WHY SHOULD WE USE SOFTWARE?

That’s awesome. You’ll have a leg up in implementing Khorus. But we suggest you try a shared platform to house all this information. Why?

  • Peace of mind: everything is in one place. As a leader, you can pull up Khorus and easily navigate to see everyone’s priorities and performance. The visibility and insight goes far beyond what even the best Excel spreadsheet can do.
  • Everyone has visibility.Today’s work hinges on excellent collaboration, and your employees want to understand the purpose behind their work. Giving them access to Khorus helps them see what the company is trying to achieve.
  • Most importantly, Khorus is much more than a goals system. Goals are great, but they’re just one piece of real organizational health. Khorus is a holistic platform for running a company. It frames goals differently, placing them in the context of shared purpose and team priorities. Khorus also offers many benefits you don’t get from just setting goals, including full visibility, ongoing communication, the Performance Dashboard, and the Talent Dashboard.

WILL KHORUS WORK WITH MBO AND OKRS?

Yep. We have customers who use these goal-setting methodologies, and can work with you to integrate them with Khorus.

WHAT’S THE KHORUS DIFFERENCE?

HOW IS THIS DIFFERENT FROM GOAL-SETTING SOFTWARE?

The aims of Khorus are larger than giving people goals. Khorus is about helping you run your business better.

Like other solutions, we help equip every individual and team with specific, measurable goals. Unlike other solutions, we bring it all together in a holistic platform—backed by a proven methodology—that helps leaders drive predictable results.

Khorus gives you a new operating system, changing the way you and your employees prioritize, communicate, run meetings, and think about the future. These shifts, though sometimes subtle, set the organization up for consistent high performance in a rapidly changing business environment.

Here are a few further items that set us apart from your standard goal-setting software:

  • Predictive insight. Unlike other solutions, we keep goal updates future-focused (rather than based on percentage complete). Every week, employees rate how likely the goal is to be completed on time. We believe that’s a faster and more accurate way to show managers and executives quickly how the quarter will likely play out.
  • The Performance Dashboard. This presentation of goal health is completely unique to us. It gives anyone in the company a quick way to grasp how a goal is going by looking at the updates of all its supporting goals.
  • Tying performance management to business performance. For a lot of companies, goal setting and employee reviews happens in a vacuum. With Khorus, goals and reviews start and end with the shared priorities of the company.

WHAT HAPPENS IF MY COMPANY DOESN’T USE KHORUS?

Clearly, companies can do well without Khorus. (So far, Apple is doing okay on its own.)

However, the healthiest organizations tend to be really, really good at the disciplines Khorus supports: sharing priorities, aligning the team, collecting relevant insight, growing talent, etc. If you’re not using any system for building those muscles, you run a greater risk of the most pervasive dysfunctions in the business world: 

  • Major business issues revealed at the last minute—when it’s too late to address them. That never looks good on a CEO or any leader.
  • Siloed departments, frequent misunderstandings, cones of silence.
  • Disengaged employees who don’t see why their work matters, even in the context of the organization.
  • Managers using scattershot methods to drive team performance, and potentially demoralizing large groups of people.

WHAT DO YOUR CURRENT CUSTOMERS LIKE MOST ABOUT THE PLATFORM?

There are a few themes we hear again and again:

  • “It’s a huge relief to have everyone on the same page.” We use that phrase a lot, but it’s one of the best ways to summarize what happens when the whole team gets aligned on company priorities and stays in weekly communication about how things are going.
  • “We’re identifying problems we never would have before.” A red goal on the Performance Dashboard can reveal so much in a weekly meeting. We’ve heard from customers who rooted out critical misunderstandings and dependencies much earlier than they would have before they had a reliable system for surfacing such insight.
  • “It’s great to have one place to go.” Khorus is the CEO’s system of record for driving results in the organization, and we hear from customer CEOs that having that all-in-one solution is powerful. ““Khorus gives me a mosaic on the entire organization all at once,” said one customer CEO, Cole Harmonson. “Now I have one place to go, it’s super fast, and it’s not reams of e-mail or a static spreadsheet.”

To read more about why our customers love Khorus, check out our case studies.

WHAT IS IT LIKE TO USE KHORUS?

IS IT HARD TO IMPLEMENT?

From a software-deployment perspective, no. One of our core tenets is to keep our interface as intuitive and simple as possible.

From an organizational-change perspective, your mileage may vary. Adopting Khorus can sometimes stir up problems that had been lurking below the surface, and looking straight in the mirror at how your company operates can be hugely enlightening but also uncomfortable.

We encourage customers to embrace this learning process. Fortunately, our team of seasoned leaders is here to help you get there.

WHAT SHOULD I EXPECT IN MY COMPANY’S FIRST FEW QUARTERS ON KHORUS?

Organizations that adopt Khorus typically see a cascade of different benefits in the first few quarters using the platform, with the full power unleashed around the third quarter.

Quarter 1: Focus and Learning. In the first quarter, the biggest benefit is typically a renewed sense of focus. By getting clear on the playbook for the quarter, you and your employees understand your priorities very crisply. Most companies also learn a lot about how they operate, good and bad, in the first quarter on Khorus. In some cases, it can get a little rocky when you pull back the veil on how your organization works. As you set the first batch of company priorities, you may uncover some weak points, but you’ll also learn where you’re strong.
Quarter 2: Deepened Alignment. By the second quarter, your employees will likely be in the swing of how Khorus. They will get how it works and the value it offers. In the second round of setting priorities, we often see deepened alignment: teams and individuals approaching their goals with a greater understanding of how all the pieces of the organization fit together and how they can make the biggest difference from their seat.
Quarter 3: Predictability. The CEO’s Holy Grail is predictability—quarter-by-quarter results he or she can rely on. By quarter three, you’re likely to see more of that predictability. Your employees start to get very good at understanding what they can realistically achieve in a quarter, at giving accurate weekly predictions on their work, and at collaborating rapidly to solve for an at-risk goal.
HOW MUCH TIME DOES IT TAKE TO USE IN A TYPICAL WEEK?

The CEO is typically the heaviest user of Khorus. He or she uses it to do a weekly review of performance, investigate new insights, and run the leadership meeting. (With Khorus, these leadership meetings can usually be kept to thirty minutes or less. 

Similarly, executives and managers typically review their team’s performance each week and insights and use Khorus to run weekly team meetings.

Individual contributors don’t need to spend much time in Khorus each week, unless they want to. An average weekly goal update takes only about five minutes.

I’M RELUCTANT TO GIVE MY EMPLOYEES YET ANOTHER THING TO DO. SHOULD I BE WORRIED?

Khorus does require that every person in the organization log in at least once a week to update their goals. The habit may take several weeks to catch on, but in our view it’s highly worth it—those five minutes have a ton of leverage. If your teams aren’t regularly reorienting to and communicating about shared priorities, the organization runs a high risk of growing sluggish and out of step with itself. Our customers have seen the relatively minimal time investment in Khorus pay big dividends.

WHAT IF ONE OF MY EXECUTIVES OR TEAMS DOESN’T WANT TO USE KHORUS?

For some executives and managers, the idea of transparently publishing team goals and performance can be daunting. Transparency isn’t comfortable to everyone.

The thing to emphasize here is that the purpose of Khorus is not to punish leaders for missed goals or scrutinize any one team in particular. Instead, it’s about developing a common playbook and keeping everyone on the same page. Lower-than-expected performance against a goal doesn’t indicate a “bad” employee or team; it indicates a changed circumstance or an obstacle the team can come together to surmount if possible. 

It’s not particularly easy for any employee to flag one of their goals as red or orange in a given week. However, our philosophy is that it’s very powerful to encourage these types of conversations and build a culture where they are deeply valued.

Also important to note: sensitive goals, such as M&A preparation, can be marked private in Khorus.

WHO SHOULD “OWN” KHORUS IN OUR ORGANIZATION?

Khorus works best when it’s driven and championed by the CEO.

It’s the chief executive’s role to set a destination for the organization and bring people together to get there, and Khorus was engineered to help him or her do that. In most of our customer organizations, an internal operations person assists the CEO in rolling out and maintaining the platform as needed.

However, Khorus also delivers value to everyone in the system, from the executive team to HR to managers at all levels—and even frontline employees. Their insight and participation makes the platform more powerful.

TALENT CAPABILITIES

IS THIS HR SOFTWARE?

Not exactly. We don’t offer payroll, benefits, compensation services, and many other typical HR software capabilities.

However, Khorus does have tremendous benefits for a strategic HR head—including the ability to deliver tangible value to the CEO, monitor talent and leadership levels across teams, and equip all management with a consistent approach to performance feedback.

DO WE HAVE TO REPLACE OUR EXISTING PERFORMANCE-APPRAISAL SYSTEM WITH KHORUS?

No. If you’re happy with how your company does performance reviews, this feature of Khorus is optional.

However, surveys show that 90 percent of HR heads feel their performance-management systems yield inaccurate information, and that 58 percent of executives feel these systems aren’t work the time. At the same time, leading companies like IBM, GE, and Deloitte are dismantling and streamlining their old approaches to performance reviews and ratings.

For leaders interested in evolving quickly to changing times, Khorus offers a scalable and consistent way to deliver quarterly feedback and measure talent levels.