How should OKRs be reviewed and graded?

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With OKRs, it’s important to set them high enough that 100% is uncommon. Getting 100% should be a near-impossible feat that only a few teams accomplish. OKRs should be reviewed weekly to avoid discovering that you have no results at the end of the quarter. However, and this is important: you should not grade success based on your objectives. The grading goes on at the Key Results level.

There are companies who like grading objectives by adding a binary “done-not done” mark on it. This commonly used model states that an objective is done if you complete all the KRs. So if you had 3 KRs and didn’t hit the mark on one of them, the objective stays at 0. This tends to reduce morale and increase confusion as OKRs are often set very high and the risk of failure with some KRs is not only common but expected. KRs must always be measurable, and you need to figure out that criteria when setting them.

How can OKRs used for annual performance review?

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Apps like Weekdone allow you to set custom due dates for OKRs. That includes setting OKRs for a year.

When setting annual OKRs it’s important to remember that KRs should still be updated weekly and Objectives reviewed every month to make sure employees don’t lose track of what they’re doing.

Annual OKRs make it easier to perform yearly review in companies that still use them and may be used for a transitory phase when moving from classical annual review to continuous performance management.

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