Aspen tracks progress automatically from work signals and feeds outcomes back into 1:1s and reviews, so goals and impact stay top of mind.
Goals in Aspen aren't a document. They're a living layer connecting company outcomes to personal progress, updated by the work itself.
Create alignment from company vision to individual contribution using Aspen's cascading goals. Enable top-down strategy and bottom-up innovation to meet in the middle.
Blend business objectives with personal development goals. Help employees set meaningful targets that advance both company success and their career.
Aspen listens for signals around closed deals, shipped features, peer feedback, 1:1 notes and more to monitor and update goal progress for you.
When 1:1 prep generates, Aspen surfaces goal progress and what's blocking. When review time comes, goals show up in the draft with their outcomes and evidence. Goals are proof of impact, not vague and disconnected from the business.
Goals in Aspen live in Slack, where work actually happens. Company goals get set at the top, personal goals align up to them, and Aspen updates progress automatically from real work signals, not from quarterly status meetings nobody remembers.
No. Aspen works with whatever framework you use: OKRs, KPIs, milestones, or just outcome goals. The structure is light: set a goal, tie it to a parent if relevant, let Aspen track progress.
Aspen watches the signals already moving through Slack: wins shared, feedback exchanged, 1:1 notes, status updates. It connects those moments back to the goals they advance and updates progress. You can manually adjust anytime.
Yes. Personal goals ladder up to team goals, team goals to function goals, function goals to company goals. At every level, Aspen shows how individual progress contributes to the broader picture.
Goal outcomes feed directly into review drafts. When Aspen writes the first pass, it pulls from the goals an employee owned, their progress, and the evidence behind it. Goals stop being a separate process and become the spine of performance conversations.
Update the goal. Aspen treats goals as living things, not frozen contracts. Reframe scope, change priorities, retire what's no longer relevant. The system rolls with the work, not the other way around.
Aspen is in early access. Request access and we'll set up your first goal ladder together, free for 30 days.