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.
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.
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?
Yep. We have customers who use these goal-setting methodologies, and can work with you to integrate them with Khorus.
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:
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:
There are a few themes we hear again and again:
To read more about why our customers love Khorus, check out our case studies.
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.
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.
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.
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.
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.
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.
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.
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 worth 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.