Today’s launch at @getPaidHR is for HR administrators (and the C-Level). Earlier this year, we rebuilt our Performance Management module around OKRs. Teams could set clear goals, track progress in real time and move past the once-a-year appraisal form. OKRs are good at telling you whether your targets where met but they say less about how it was hit, what it cost, or whether it can be done again. Today, we are adding Balanced Scorecard to PaidHR. Organizations can now measure workforce performance across four main areas: financial, customer, internal processes, and learning and growth (if you have additional pillars or want to change these, that's possible too). Leaders can then reward, recognize or optimize based on what the scorecard shows. Why does this matter? Global employee engagement fell to 20% in 2025, costing roughly $10T in lost productivity. Sub-Saharan Africa sits at 19% (Gallup, 2026). Most of the decline came from managers, the same people running performance reviews. Choose OKRs or balanced scorecard, whichever fits your people ops, and feed the results into bonuses and payroll. If you are leading people, finance or strategy at a medium to large organization. Let’s talk.

Why is it El Niño and not El Babatunde or something?