Product Features
So here's what's live already:
Audit log
You'll find it under Settings → Members → Permission Audit Log. Every change to a member's role or permissions is now logged, so if something changes and nobody knows why, you can actually find out.
You'll find the full history under Settings → Members → Permission Audit Log, where every role and permission change is listed with who made it and when. It's built for the moment someone asks "wait, who gave this person admin access?" - instead of guessing, you can just look it up. This matters most as teams grow and more people touch settings, since it keeps accountability clear without anyone having to track changes manually. No configuration needed; it starts logging automatically for every workspace.
Notification overrides for management
People mute notifications, that's just what happens. The problem is when someone mutes the wrong thing and misses something important. Now management can set overrides so critical updates always get through, regardless of individual settings.
Notification preferences live under Settings, where each person can choose what they want to be notified about and how. On top of that, admins now have the ability to override those personal settings for specific notification types, so a critical update - like an objective going off track - always reaches the right people regardless of what an individual has muted. It's a small layer on top of existing personal controls, not a replacement for them, so day-to-day preferences still work the way they always have. The override only kicks in for the updates management decides really can't be missed.
Command Center
Probably the biggest addition this quarter. It's a single view of everything happening across your OKRs: progress, blockers, priorities. If you've ever had to dig through five separate check-ins just to answer "where do we stand right now," this is for that exact moment.
One-click check-ins
We heard from a few of you that check-ins had too much friction; too many clicks to update something simple. There's now a single button for it. Small change, but it adds up.
There's now a check-in button right in the top menu, so updating your OKRs no longer means navigating into a specific team or objective first. Click it, and you're straight into a check-in - a change that sounds small but removes a real chunk of the friction that used to make people put check-ins off. It's especially useful for anyone who checks in on several objectives across different teams, since they no longer need to hunt each one down individually. Fewer clicks, same data quality.
Alignment view
Go to Settings → Modules and turn on "Use Alignment View." It shows how each person's OKRs connect up to the team's and the company's goals. Rolling out to all users. The idea is simple: everyone should be able to see how their work actually matters.
Alignment View is turned on under Settings → Modules, by checking "Use Alignment View" - and once an admin enables it, it applies across the whole workspace rather than being a per-person setting. It gives everyone a visual line from their own OKRs up through their team's goals to the company's overall priorities, so the connection between individual work and company strategy is something people can actually see, not just something they're told. Because it's admin-controlled, you can decide when to switch it on for the organization rather than leaving it as an opt-in feature only some people discover. It's currently rolling out to all users, so availability may vary slightly by workspace.
Four updates that close the gap between talking and doing
Meetings that turn discussion into action
Run focused meetings using live data, structured agendas and ready-made templates. Decisions are captured with owners and deadlines, turned directly into initiatives, and meeting minutes are drafted automatically.
A closer look →Risk connected directly to your goals
Flag objectives and key results at risk so they're visible wherever the work is tracked and discussed. Risk measures become owned initiatives with deadlines, while the full Risk module adds a risk register, matrix and leadership overview.
A closer look →Reports generated straight from live data
Create standard reports in PDF, PowerPoint or Word without manually compiling status updates. Reports use the same live data leadership already sees, and filtered goal views can be exported directly to Excel or PowerPoint.
A closer look →A goal tree that shows the whole picture
See the tree by strategy or by organization, trace any goal's full path in one click, and filter by division, group, or period without losing the chain upward to what each goal contributes to.
A closer look →Risk on the goal
Most organizations know what could go wrong. It's in a spreadsheet. The problem is that the spreadsheet isn't connected to the goals, so it doesn't change anything.
The risk register that does nothing
Risk work often ends up as a documentation exercise. The register gets updated before the board meeting, the mitigations get noted in a column, and then it lives its own life alongside the goals, initiatives, and plans that actually run day-to-day work.
The result is familiar: everyone knows what could block progress, no one can say whether anything's been done about it, and leadership only discovers after the fact that a goal slipped for a reason that was written down six months earlier.
Risk isn't a document. It's everything standing between you and your goals, and it belongs where the goals are.
What the risk module is
The risk module is a risk register that lives inside goal tracking. Every risk is attached to the objective or key result it threatens, assessed on likelihood and impact, and given mitigations that become real initiatives with an owner and a deadline, not text in a column.
Everything that happens to a risk stays on record: every change to the assessment is written to the history, so you can show what you knew and when you knew it.
Five levels, three colors
The assessment keeps five levels where precision matters, but on the goal line it comes down to three colors. You're not meant to read an assessment there, you're meant to notice that one exists. A risk no one has assessed is gray, never green: unassessed isn't the same as low.
How it works
The risk sits on the goal
A risk is linked to the objectives and key results it actually threatens. Everywhere the goal shows up - in the list, in the goal tree, on the detail page - the risk picture sits right next to it.
Impact across several dimensions
A single risk rarely hits in just one way. Impact is assessed per area - cost, revenue, reputation, safety, environment, quality - with whatever weighting your organization considers right. Areas you haven't assessed don't count toward the score.
Current picture and target picture
Alongside today's assessment, you set the residual risk: where the risk is expected to land once mitigations are carried out, and by when. The difference between the two is the plan, expressed in numbers.
Mitigations become work
A mitigation is created with a deadline right away, and automatically becomes an initiative on the team's list - tagged as a risk mitigation, with an owner and a due date. Risk-reducing work gets tracked like every other piece of work, not off in a world of its own.
Tolerance: what you've said you'll accept
Leadership sets an accepted risk level for a goal. The level cascades down through the organization, and when a goal is carrying more risk than what's accepted, the system flags it. At that point it's a decision: either the risk needs to come down, or the level was set wrong.
One picture for leadership
The leadership dashboard answers the four questions a leadership meeting actually asks: where do we stand, which goals fall outside what we accept, are the mitigations moving, and is it heading the right way.
Current picture vs. target picture
Where things stand now
2 High
7 Moderate
4 Low
Where they should end up
0 High
3 Moderate
6 Low
Example numbers. The gray field is the risks no one has put a plan against yet, the number that's usually hardest to spot, and here it sits right in the picture.
Why we built it
We started by looking at how our customers actually worked. The risk register sat in a spreadsheet next to goal tracking, and the two didn't talk to each other. Meanwhile, neither of them had any way to answer the simplest question a board asks: are we doing anything about this?
We ran the work past external risk advisors with an industry background, and built the module on guidance from DFØ, the Norwegian government's agency for public financial management, for how risk management should connect to goal and results management. Two things from that work are central to how the module looks: risk should be tied to the individual goal, not to the organization in general, and residual risk, meaning where you expect to land after mitigations, matters just as much as today's assessment.
What you get out of it
Better execution. Mitigations sit where the work happens, with an owner and a deadline. A mitigation with no owner is a mitigation that doesn't happen - and now it's visible that it doesn't.
You can see what's blocking progress. When a goal isn't moving, the reason sits right next to the goal instead of having to be dug up.
Leadership gets a basis for decisions, not a report. Goals outside the accepted level are a list of decisions that need to be made, not an FYI.
Traceability without extra work. Every change to an assessment is written to the history automatically. The trend line shows how the picture has moved, without anyone having to maintain it.
One place, not two. No parallel process to keep updated, and no risk of the spreadsheet and reality saying different things.
The risk module is available as an add-on. Contact us and we'll show you how it looks with your own goals.
The new goal tree: from strategy to execution, and back again
Most organizations have a strategy. Fewer can show how it actually translates into work. The new goal tree in Futureworks is designed to do exactly that: make the connection between what's been decided at the top and what teams do every week visible, from top to bottom and from bottom to top.
Why we built it
The old goal tree showed the goals, but not how they connected. It stopped after a few levels, lacked the team dimension, and there was no easy way to trace a team goal back to the strategic goal it contributed to. For larger organizations with divisions, departments, and teams, the picture quickly became too large to read, and a picture no one reads doesn't help anyone execute.
We wanted a tree that answers two questions at a glance: Where does this priority actually show up in the organization? And: What does this team goal actually contribute to?
What's new
Two ways to read the tree. Choose whether to view the tree by strategy - from the winning aspiration through strategic priorities and down to the goals that support them - or by organization, from the company through divisions and departments to individual teams. Same goals, two perspectives. Anything that isn't connected to the strategy is clearly shown as such, making gaps in execution visible instead of allowing them to hide.
The line of sight. Click on a goal, and everything outside its path disappears. What remains is the path to the top and everything contributing beneath it, neatly centered with the full path displayed: Aspiration › Priority › Division › Department › Team. Click again, and the full tree returns.
Divisions as a separate level. When creating a group, you can now mark it as a division. This adds a division level to the goal tree and makes the division available as a filter - select one, and everything beneath it follows. Organizations without divisions won't notice any difference.
Filters that understand your organization. Filter by division, group, year, period, or goal type - for example, to see only one department's quarterly goals. The tree always preserves the chain upward, so you never see a goal disconnected from what it contributes to. The tree also remembers how you left it.
Cards that show what matters. Each goal displays its level, owner, status, and actual progress. Click Open to go straight to the goal. Strategic priorities also show how many of their initiatives are on track.
Cross-functional support. Goals that support each other across organizational lines can be displayed as separate directional connections - when you choose to show them, keeping the tree clean and focused by default.
A cleaner organization chart. The group chart under Settings now uses the same symmetrical layout as the goal tree, making the organizational structure equally easy to understand in both places.
The value for your organization
- Leaders can see where the strategy is actually being worked on, and where it isn't.
- Teams can see what their work contributes to, not just what they're expected to deliver.
- Everyone gets one shared view of how goals connect, without having to dig through lists.
In short: better execution, because the connections are visible to everyone responsible for making it happen.
Get started
You'll find the new goal tree under 360 Vision → Goal Tree. If your organization has divisions, mark them under Settings → Groups, and the new level will immediately appear in both the tree and its filters.
Reports that come straight from your data
Status reporting is honest work that eats honest hours. Numbers get copied out of one system and into another, a deck gets rebuilt every quarter, and by the time it reaches the room, someone has already asked whether the figures still hold.
The new Reports page removes that step. Eleven standard reports - company status, team status, KPI status, period development, check-in rhythm, a leadership meeting deck, a management report and more - as PDF, PowerPoint or Word.
You decide what goes in. Pick the year, the teams, and how much detail to include: key results, initiatives, KPIs, the latest check-in. Choose the language - English, Norwegian or Swedish - independently of the language you work in, because a report is often written for someone else. Then download.
Charts are included, and the PowerPoint charts are native objects, not pictures. Recolour them, restyle them, drop them into your own deck.
The numbers are the same numbers. Every figure and every status is computed from live platform data using the same rules as your board report. No AI writes the content, and nothing is re-assessed on the way out - so a standard report can never quietly disagree with what your leadership team already sees on screen. Where a comparison to an earlier measurement exists, the report says which week it is comparing against, rather than implying a regularity the data does not have.
Share it without leaving the platform. Send any report to colleagues directly from Futureworks with a short note. Replies go to you, not to a no-reply address.
Save the setups you use often. Give a configuration a name - "Monday leadership meeting" - and produce that exact report again with one click, next week and next quarter.
Two more things. Export any filtered goal list from the list or alignment view to Excel or PowerPoint, exactly as you filtered it on screen, ready for the meeting it was filtered for. And when you filter, selecting a division now takes every team beneath it in one click, instead of ticking them one at a time.
It works on the goals, teams and numbers you already have. Nothing to migrate, nothing to set up twice.
New Meetings module: the meeting is where execution happens
Most leadership teams don't have a meeting problem. They have a follow-up problem.
The decision gets made in the room. Then it disappears. The status presented was pulled on Friday and outdated by Monday. The minutes are written two days later by someone who remembers half of what happened. The following week, you open a list with 40 rows and spend ten minutes trying to find the four things you actually decided last time.
We've rebuilt the Meetings module to close that gap.
Start with a template, not a blank page
Nine ready-made templates are available: OKR check-in, leadership meeting, quarterly review, retrospective, and more.
If you want your own structure, build the agenda yourself with timed items and save it as a template for next time. A meeting you run every week shouldn't have to be set up every week.
One meeting, one live session
When the meeting starts, everyone follows the same session from a shared link. One person leads, the room follows along, and a timer keeps each agenda item honest.
Agenda items aren't slides. They show the real thing: actual goal status, KPIs, initiatives, weekly priorities, and individual check-ins, live from the platform. No one exporting numbers the night before. No one discussing a snapshot of reality.
Discussions and decisions are at the heart of it
An issue that comes up during the week lands on the meeting agenda, and the room decides what to do with it. Decided, postponed, or rejected, with the reasoning captured.
A decision can become an initiative right there and then, with an owner, a deadline, and a link to the goal it serves. Initiatives created this way get a Decision label, so the initiative list always shows why something exists.
An owner is required. That's not a recommendation; it's a requirement, and it's enforced by the server. Previously, an initiative could be created with no owner and would, in practice, be silently assigned to the person making the decision - usually the meeting lead. The following week, one person would find themselves responsible for everything the room had decided, without anyone actually choosing that.
A deadline is optional, but if you leave it blank, you'll be asked before the item is closed. You can move forward without one deliberately, but not by accident.
Log as you go without losing momentum
Decisions aren't only made when a specific issue is on the agenda. They happen between agenda items too.
The meeting log has an owner selector, pre-filled with your name. It takes one click to change if you're logging something on someone else's behalf. We considered blocking entries without an owner here too, but that would have killed the speed that makes the feature useful. Instead, the owner is always visible and always set. Never unowned, never silent.
Short on time? Show only the exceptions
Switch goal status and initiatives to exception view and see only what needs attention: goals that are moving backwards, standing still, or progressing too slowly for the time remaining.
A 30-minute meeting shouldn't be spent discussing what's going well.
The minutes are ready when the meeting ends
When the meeting ends, the minutes are already drafted. Participants and time spent, goals and figures, every decision with its reasoning, and each person's priorities for next time.
Every number in the draft comes directly from the meeting's own data. The meeting owner reviews it, makes any edits, and sends it as a PDF to everyone in the room.
Follow-up starts where the meeting left off
The initiatives agenda item now has an Opens on setting in the meeting setup:
From this meeting (default). Shows what was logged during the meeting and what was created from the issues discussed.
Entire team. The full list, as before.
If the room needs more context during the meeting, click Show entire team list, then switch back when you're done. It's a view, not a setting. It disappears when the meeting ends and never changes your personal filters on the initiatives page.
Alignment separated from status
The status row in the initiative list used to mix two different questions. Statuses are mutually exclusive and add up to the total. Alignment cuts across all statuses. When both lived in the same row, it was impossible to ask the question people actually need answered: which of our critical initiatives aren't aligned to anything?
Alignment is now a separate control: All, Aligned, Not aligned. The two dimensions work together, so if you select Not aligned, the status counts are recalculated within that selection.
We also found a real bug along the way. The calculation for whether something was aligned discarded links where the parent ID happened to be the same as the initiative's own ID, even though they belong to two completely different ID spaces. As a result, some initiatives were incorrectly marked as unaligned. That's now fixed, and because the calculation is shared with the OKR tables, the alignment figures there are now correct too.
Meeting links that actually work
Follow a meeting link while logged out, and you'll now be taken to the meeting after signing in. Previously, you landed on your own homepage, making the link effectively useless.
Share the link with someone outside your organization, and they'll see a short explanation that access must be granted by their administrator. No meeting data is shown - no names, times, or participants.
Terminology: actions are now called initiatives
The Meetings module used actions where the rest of the platform uses initiatives. The terminology is now consistent throughout.
If you've configured custom terminology in the language module, you'll need to move the override from action to initiative for it to continue applying to the Meetings module. Use the singular form, as the dictionaries replace terms word by word.
What this gives you
- Meetings that run on real numbers, not yesterday's export
- Decisions that become owned initiatives before anyone leaves the room
- Meeting minutes in minutes instead of days
- More accurate alignment figures for both initiatives and OKRs
- Less searching, more execution
The new Meetings module is available now. Choose a template, or build your own and save it. If you already have recurring meetings set up, take a look at Opens on in the meeting settings.