The Groups that you find in Perdoo are usually similar to your organization's structure.

Whether or not to add Subgroups depends on how big your organization is and if it’s really necessary to represent the team hierarchy.

  • Pros: you can view all Subgroups from the tab of the department page, and you can add department-level OKRs that Subgroups can align to, therefore creating more focus and direction.

  • Cons: it can over complicate the process, as it takes a more cascade approach, therefore restricting the team's autonomy.

So it's really up to you!

Here are a few FAQs to consider:

When should you create Subgroups?

If you have large departments (ie. the Marketing department can have multiple teams: Content Marketing, PR, etc), you may end up with a lot of goals at the Marketing level for all the subteams. Subgroups in Perdoo give you the opportunity to better organize your goals by subgroup if you find that the OKRs are segmented by these subgroups.

That way, the goals at the Marketing level would only represent goals that are relevant for all of the Marketing subgroups or require the resources across the different subgroups, instead of all the OKRs that the individual teams within the Marketing department are working on.

If a Group has subgroup(s), there will be a tab called subgroups on the Group page where you can see a list of the subgroups with their KPIs and active OKRs:

Subgroups tab on Group page

What are the roles & rights related to Subgroups?

Being a member of a subgroup does not make you a member of the parent Group.

For instance, Content Marketing is a subgroup of Marketing. If you're a member of Content Marketing, you're not automatically a member of Marketing. You would need to be added as a Marketing group member as well in order to be able to participate in the Marketing goals.

Is alignment restricted to the Groups structure?

Functionally, OKRs can align to any other OKRs in the platform. From a best practice standpoint, a Subgroup's OKRs will likely align to the department's OKRs (if the department's OKRs are intended to provide additional focus for the Subgroups of the department) or a Company OKR (where the department's OKRs only represent goals that require resources across the department). Ultimately how Subgroups align their OKRs is a decision made by the department lead.

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