Grading OKRs

Grading OKRs is a vital aspect of making sure Objectives and Key Results really help your team. For the OKR methodology to be most effective, it should be paired with weekly check-ins. 

A weekly check-in gives team members a chance to grade their OKRs- It allows them and you to go over the work they’ve done so far. It shows how well they’re progressing toward team and company Objectives.’

Grading your OKRs weekly provides managers with an opportunity to provide feedback and assistance if an employee seems to be struggling. It is a vital part of what makes OKRs so successful methodology. 

With OKRs, it’s important to set them high enough. 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. And KRs must always be measurable, and you need to figure out that criteria when setting them.

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.