Plain-language definitions of the terms you'll meet across Whyigami.
Whyigami uses a handful of specific terms across the platform and this Help Center. Here's what each one means, listed alphabetically.
Tip: Most of these terms have a fuller article of their own — search the term to go deeper.
- AI Goal Agent — Whyigami's assistant that helps employees create Performance and Growth Goals that are measurable and linked to company OKRs, based on their role, strengths, and aspirations.
- AI OKR Agent — Whyigami's assistant that helps leaders write clear, measurable, and aligned OKRs.
- Ally (Module) — A trusted colleague an employee invites to follow their progress and hold them to their commitments. The Ally must accept, and the employee chooses which goals the Ally can see.
- Behaviours — The specific, observable actions an organisation wants people to demonstrate. Recognition is tagged to a behaviour, so over time you can see which behaviours are actually being lived.
- Challenges (Module) — Time-bound activities leaders create to rally individuals or teams around a shared target — a development sprint, a sales push, a wellbeing or charity event. Outcomes can be competitive or simply celebratory.
- Core features — Capabilities available to everyone by default, with no setup needed. Admins can adjust how they behave but can't switch them off. One of Whyigami's three feature types.
- Daily Actions (Daily Commitments) — Each morning Whyigami suggests actions toward your goals; you commit to at least one and confirm at day's end whether it was done — the cycle of commitment, action, progress, momentum. For Growth Goals this runs weekly.
- Daily Commitment Score — A behavioural measure of how consistently someone follows through on the commitments they make to themselves. A leading indicator: it moves before business results do.
- Feedback Loop — A structured monthly or quarterly check-in. The employee gets coach-style, advisory insight; the manager gets a report and suggested talking points to prepare for the conversation. It supports the manager–employee relationship rather than replacing it.
- Five Principles (the) — The five conditions behind sustained performance: Direction (where am I going?), Why (why does it matter?), How (what am I doing daily?), Competence (am I getting better?), and Recognition (does my effort matter to others?).
- Growth Goals — Annual, personal goals about who you're becoming — the skills and mastery you're building — rather than what you deliver in your current role.
- Human Performance Operating System (HPOS) — How Whyigami describes itself: one connected system that turns goals into daily action, rather than a set of separate tools.
- Insights — The culture intelligence Whyigami builds from Recognition data — which values are most visible, which behaviours are reinforced, and where cultural strengths or gaps exist.
- Integrations — Connections between Whyigami and third-party cloud apps so data flows automatically between systems. One of Whyigami's three feature types.
- Leading indicator — A signal that appears before a business result changes, giving you time to act. Whyigami's scores are leading indicators.
- Modules — Opt-in features that extend the platform, switched on by a Super Admin when an organisation needs them. One of Whyigami's three feature types.
- Moments (Module) — Recognition events that mark achievements and milestones — anniversaries, goal completions, team wins. Some are automated; others are created by leaders.
- Momentum Score — A measure of whether performance behaviours are improving, steady, or declining over time. Where the Daily Commitment Score captures consistency, Momentum captures trajectory.
- Nudges — The morning prompts that suggest actions toward your goals.
- OKRs (Objectives and Key Results) — The annual objectives and measures an organisation sets to define what it wants to achieve and how success is measured. Individual goals connect up to these.
- Performance Goals — 90-day goals tied to your actual role, defining what success looks like in the work you're accountable for now. Most effective when they measure outcomes, not output.
- Proof (Module) — An AI-generated, employee-owned portrait of how someone works, built from their real Whyigami data and peer Recognition over time. The employee chooses when to generate it and who to share it with.
- Recognition — Acknowledging a colleague for meaningful help or achievement, tagged to a specific behaviour and, in the background, a company value. Can be shared privately or publicly.
- Rewards (Module) — An opt-in module for attaching tangible rewards to recognition and achievement.
- Super Admin — The administrator role that can personalise how features behave and enable modules for the organisation.
- Team Goals — 90-day goals set by the manager for what the team must achieve together — measuring collective output rather than individual delivery.
- Three Laws (the) — The three laws Whyigami is built on: (1) Goals set direction, systems create performance; (2) what you do daily becomes what you achieve repeatedly; (3) what gets recognised gets repeated.
- Values — What an organisation stands for. In Whyigami, Recognition maps to values so leaders can see which values are genuinely lived, not just stated.
- Whyigami — (pronounced why-ee-gar-me) A Human Performance Operating System that connects daily work to personal growth and purpose, while moving the business toward its goals.
- Your Why — Your personal reason for the work — strong enough to sustain effort. One of the five principles, and the starting point of the Whyigami system.