How often should OKRs be reviewed?

The most common cadence is every three months, beginning in January. However, this depends on the culture of individual organizations. Quarterly OKRs are most realistic on a team level, while organizations sometimes set annual objectives and adjust accordingly to align with long-term goals.

How would you create quarterly OKRs for your team?

6 tips for setting OKRs with your team and other lessons we…

• 1) Make your key results percentage growth, not actual numbers.
• 2) Set your OKRs quarterly.
• 3) Don’t set more than 4 objectives, as it dilutes focus.
• 4) Set 3–5 key results per objective.
• 5) Set aggressive goals.
• 6) Create buy-in through collaboration.

What is an example of a bad goal?

Another example of a negative goal is to “stop staying late at work.” A positive way to rephrase this is to “spend more time with family.” Negative goals are emotionally unattractive, which makes it hard to focus on them.

Are OKRs measurable?

Yep, that’s a clue: OKRs are typically set on a quarterly basis. Keep in mind that objectives should be high-level, qualitative statements that are aspirational – not tasks or granular outcomes. EXAMPLE OBJECTIVE: Launch a new employee portal by the end of the quarter. And what about key results? OKRs themselves might not be inherently measurable.

How often should you meet with your OKRs?

This is your chance to make some changes before finalizing those. Like any other goal-setting method, OKRs aren’t set it and forget it. You should be meeting with your team monthly to check in on how you’re tracking toward your objective by giving each key result a predicted end-of-quarter score.

Do OKRs come from the top down or bottom up?

Annual and quarterly OKRs, surprisingly, are not usually mandated from the top down. Instead, 60 to 70 percent of OKRs should come from the bottom up. As each new quarter approaches, ask employees to submit OKRs on where they think their team or department should focus.

How many objectives should I assign to my OKRs?

We recommend distilling them down to no more than three to five objectives for the quarter. You’ll also want no more than three key results assigned to each objective so you don’t add confusion. Also, keep in mind that OKRs are a better fit for loftier, longer-term goals.