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7 OKR examples for Performance Evaluation

What are Performance Evaluation OKRs?

The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.

Crafting effective OKRs can be challenging, particularly for beginners. Emphasizing outcomes rather than projects should be the core of your planning.

We have a collection of OKRs examples for Performance Evaluation to give you some inspiration. You can use any of the templates below as a starting point for your OKRs.

If you want to learn more about the framework, you can read our OKR guide online.

How to write your own Performance Evaluation OKRs

Option 1. Turn ideas into OKRs with Tability AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here.

You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.

Tability will then use your prompt to generate a fully editable OKR template.

Watch the video below to see it in action 👇

Option 2. Optimise existing OKRs with Tability Feedback tool

If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.

AI feedback for OKRs in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

Tability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.

You can then decide to accept the suggestions or dismiss them if you don't agree.

Option 3. Use the free OKR generator

If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.

Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.

Performance Evaluation OKRs examples

You will find in the next section many different Performance Evaluation Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).

Hope you'll find this helpful!

OKRs to enhance diversity, equity, and inclusion in our performance evaluation process

  • ObjectiveEnhance diversity, equity, and inclusion in our performance evaluation process
  • KRDevelop and implement a new performance review structure that equally emphasizes DEI
  • TaskCreate a draft plan integrating DEI into reviews
  • TaskResearch DEI-focused performance review methods
  • TaskImplement and monitor the new structure
  • KRIncrease the representation of diverse employees in the top performance quartile by 25%
  • TaskPromote diverse employees based on their skills and performance
  • TaskImplement diversity training sessions to team leaders
  • TaskDevelop inclusive hiring strategies targeting diverse talent pools
  • KRTrain 100% of our evaluators on DEI principles and bias elimination techniques
  • TaskDevelop comprehensive DEI training program for evaluators
  • TaskSchedule mandatory training sessions for all evaluators
  • TaskMonitor and track evaluators' progress and understanding

OKRs to analyze investment performance across different regions

  • ObjectiveAnalyze investment performance across different regions
  • KRDeliver a detailed investment performance report comparing all regions
  • TaskAnalyze and compare investment performance by region
  • TaskCompile and format the detailed performance report
  • TaskCollect data on investment performance for all regions
  • KRIdentify top 5 performing and under-performing regions by next month
  • TaskGather sales data from all regions
  • TaskAnalyze and rank regions based on performance
  • TaskPrepare detailed comparative report
  • KREvaluate 10 distinct factors that influence the performance in each region
  • TaskIdentify 10 potential factors affecting regional performance
  • TaskAnalyze each factor's impact on the specific region
  • TaskCompile findings into a comprehensive report

OKRs to improve quarterly performance through consistent check-ins with manager

  • ObjectiveImprove quarterly performance through consistent check-ins with manager
  • KRImplement suggestions from manager to enhance performance
  • TaskReview manager's suggestions carefully and clarify any doubts or queries
  • TaskOutline a concrete plan to apply suggested modifications structurally
  • TaskDaily monitor, measure and evaluate progress towards goals
  • KRReview progress towards goals and receive feedback during meetings
  • TaskPrepare reports detailing goal progression
  • TaskSchedule regular meetings for progress reviews
  • TaskAsk for feedback during these meetings
  • KRSchedule quarterly meeting with performance manager
  • TaskIdentify schedules that align between you and your performance manager
  • TaskDraft an email proposing the meeting time and agenda
  • TaskSend the email and confirm the meeting date

OKRs to implement unbiased performance evaluations system

  • ObjectiveImplement unbiased performance evaluations system
  • KRDevelop a new evaluation tool that removes subjective bias by end of Q2
  • TaskPrototype, test, and finalize the developed tool
  • TaskDesign a framework outline for a new, unbiased tool
  • TaskResearch existing evaluation tools and identify their bias issues
  • KRDecrease variance in appraisal scores across different genders to less than 10%
  • TaskRegularly review and adjust appraisal criteria
  • TaskImplement bias-deterrent policies in the appraisal process
  • TaskTrain managers on gender-neutral performance evaluations
  • KRTrain all managers on the new evaluation process within the next 60 days
  • TaskCreate a comprehensive training schedule for all managers
  • TaskConduct feedback sessions post-training for improvement
  • TaskDistribute training resources and materials to managers

OKRs to finalize performance management cycle for 2025 launch

  • ObjectiveFinalize performance management cycle for 2025 launch
  • KRTest and finalize process workflow with a small team within 6 weeks
  • TaskConduct testing phase with a small team
  • TaskEvaluate results and finalize workflow
  • TaskOutline the process workflow to be tested
  • KRIdentify and incorporate relevant performance indicators by the end of this quarter
  • TaskResearch industry-standard performance indicators
  • TaskImplement relevant indicators into reporting processes
  • TaskReview current performance metrics and their alignment with goals
  • KRDevelop, deliver and retrieve feedback on training materials for all teams
  • TaskGather feedback through surveys or meetings
  • TaskCreate comprehensive training materials for all teams
  • TaskDistribute the materials and conduct training sessions

OKRs to enhance application design by solution architect review

  • ObjectiveEnhance application design by solution architect review
  • KRConduct in-depth analysis of current application design flaws
  • TaskAnalyze identified flaws and their impacts on user experience
  • TaskIdentify potential areas of improvement in the application design
  • TaskDevelop a plan to address and fix noted design flaws
  • KRCollaborate with development team to propose and implement design improvements
  • TaskDraft proposed design improvements for team review
  • TaskOversee implementation of agreed-upon design changes
  • TaskOrganize meeting with development team to discuss design enhancements
  • KRTrack and evaluate impact of design changes on overall system performance
  • TaskAnalyze and document performance variations tied to design changes
  • TaskMonitor system performance before and after design changes implementation
  • TaskRun system testing for evaluating design modifications' effectiveness

OKRs to establish my unique, impactful role in the organization

  • ObjectiveEstablish my unique, impactful role in the organization
  • KRDevelop a personalized career plan with specified growth targets by month-end
  • TaskIdentify required skills and necessary action steps
  • TaskDraft a detailed timeline for achievement
  • TaskDefine specific career milestones to obtain
  • KRAchieve a minimum 80% approval rating on the execution of assigned roles and responsibilities
  • TaskConsistently deliver high quality work
  • TaskImplement training programs for skill enhancement
  • TaskSolicit regular feedback to identify areas needing improvement
  • KRAttain deep knowledge and skills in my designated area with at least 90% proficiency
  • TaskSeek mentorship or coaching in the designated area
  • TaskEngage in daily devoted study and practice sessions
  • TaskRegularly evaluate progress and adjust learning methods

Performance Evaluation OKR best practices

Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.

Here are a couple of best practices extracted from our OKR implementation guide 👇

Tip #1: Limit the number of key results

The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the OKRs.

We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.

Tip #2: Commit to weekly OKR check-ins

Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.

Being able to see trends for your key results will also keep yourself honest.

Tip #3: No more than 2 yellow statuses in a row

Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.

As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.

Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.

How to track your Performance Evaluation OKRs

Quarterly OKRs should have weekly updates to get all the benefits from the framework. Reviewing progress periodically has several advantages:

Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.

If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.

More Performance Evaluation OKR templates

We have more templates to help you draft your team goals and OKRs.

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