How we score OKRs
Why and when we score OKRs
We score (provide an update on the progress of) our OKRs at the conclusion of each quarter.
It’s important to make sure we celebrate what went well and learn from what didn’t in order to set more effective goals and/or execute better next quarter. You’ve already been updating your team’s OKRs throughout the quarter; on a weekly basis with your team, and monthly with your leadership team. Review those notes and trends first.
Process of scoring OKRs
1. Score each Key Result
Each Key Result (KR) is scored on a sliding scale from 0 to 1 which indicates whether you missed, came close to, or hit your stated target for the KR.
- .3 = you missed the mark by quite a lot
- .7 = you didn’t hit your target but made great progress
- 1 = you hit your stretch target 🎉🥳
That’s right, .7 on a key result is actually considered a success! That’s because OKRs are stretch goals by default. They should be ambitious, but achievable. If you are regularly achieving 100% of your KRs, your goals may not be ambitious enough. Don’t feel like a failure if you end the quarter without a perfect score.
- Remember to only grade your key results.
- Round to the nearest tenth for each score.
Some open source resources:
Google, who has a long history in managing work through OKRs, put out this template scorecard and this one to assign scores to all of your Key Results.
2. Average your KR’s to calculate your Objective
For example, if your KR’s are 0.5, 0.6, 0.7, .8, and 1.0 your Objective would be .7
Round to the nearest tenth
3. Provide some narrative
For each objective, write a few dot-points with key highlights, lessons, or context on each objective.
4. Send by [deadline]
Once you’re done, submit it [here] by the [deadline]