Set company goals at the top. Personal goals align to them. Aspen tracks progress automatically from work signals and feeds outcomes back into 1:1s and reviews — so goals stop being a Q1 exercise nobody revisits in Q3.
Goals in Aspen aren't a document. They're a living layer connecting company outcomes to personal progress, updated by the work itself, not by quarterly check-ins.
Leadership sets the top-level outcomes for the quarter or year. Aspen makes them visible to the whole org from day one. Everyone sees the destination before plotting their own route.
Each person sets goals that connect to a parent goal up the ladder. Aspen shows the full chain — what you own, what it contributes to, who else is pulling in the same direction. No more goals that exist in a vacuum.
Aspen reads the signals already moving through Slack — closed deals, shipped features, peer feedback, 1:1 notes — and connects them to the goals they advance. No more quarterly status decks that take three days to assemble.
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 become the spine of performance conversations, not a separate tab.
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 override or adjust at any time.
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.