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.
- 1. Go to Tability's plan editor
- 2. Click on the "Generate goals using AI" button
- 3. Use natural language to describe 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.
- 1. Go to Tability's plan editor
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on "Generate analysis"
Tability's Strategy Map makes it easy to see all your org's OKRsTability 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
Create a draft plan integrating DEI into reviews- Research DEI-focused performance review methods
- Implement and monitor the new structure
- KRIncrease the representation of diverse employees in the top performance quartile by 25%
- Promote diverse employees based on their skills and performance
- Implement diversity training sessions to team leaders
- Develop inclusive hiring strategies targeting diverse talent pools
- KRTrain 100% of our evaluators on DEI principles and bias elimination techniques
- Develop comprehensive DEI training program for evaluators
- Schedule mandatory training sessions for all evaluators
- Monitor 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
- Analyze and compare investment performance by region
- Compile and format the detailed performance report
- Collect data on investment performance for all regions
- KRIdentify top 5 performing and under-performing regions by next month
- Gather sales data from all regions
- Analyze and rank regions based on performance
- Prepare detailed comparative report
- KREvaluate 10 distinct factors that influence the performance in each region
- Identify 10 potential factors affecting regional performance
- Analyze each factor's impact on the specific region
- Compile 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
- Review manager's suggestions carefully and clarify any doubts or queries
- Outline a concrete plan to apply suggested modifications structurally
- Daily monitor, measure and evaluate progress towards goals
- KRReview progress towards goals and receive feedback during meetings
- Prepare reports detailing goal progression
- Schedule regular meetings for progress reviews
- Ask for feedback during these meetings
- KRSchedule quarterly meeting with performance manager
- Identify schedules that align between you and your performance manager
- Draft an email proposing the meeting time and agenda
- Send 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
- Prototype, test, and finalize the developed tool
- Design a framework outline for a new, unbiased tool
- Research existing evaluation tools and identify their bias issues
- KRDecrease variance in appraisal scores across different genders to less than 10%
- Regularly review and adjust appraisal criteria
- Implement bias-deterrent policies in the appraisal process
- Train managers on gender-neutral performance evaluations
- KRTrain all managers on the new evaluation process within the next 60 days
- Create a comprehensive training schedule for all managers
- Conduct feedback sessions post-training for improvement
- Distribute 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
- Conduct testing phase with a small team
- Evaluate results and finalize workflow
- Outline the process workflow to be tested
- KRIdentify and incorporate relevant performance indicators by the end of this quarter
- Research industry-standard performance indicators
- Implement relevant indicators into reporting processes
- Review current performance metrics and their alignment with goals
- KRDevelop, deliver and retrieve feedback on training materials for all teams
- Gather feedback through surveys or meetings
- Create comprehensive training materials for all teams
- Distribute 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
- Analyze identified flaws and their impacts on user experience
- Identify potential areas of improvement in the application design
- Develop a plan to address and fix noted design flaws
- KRCollaborate with development team to propose and implement design improvements
- Draft proposed design improvements for team review
- Oversee implementation of agreed-upon design changes
- Organize meeting with development team to discuss design enhancements
- KRTrack and evaluate impact of design changes on overall system performance
- Analyze and document performance variations tied to design changes
- Monitor system performance before and after design changes implementation
- Run 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
- Identify required skills and necessary action steps
- Draft a detailed timeline for achievement
- Define specific career milestones to obtain
- KRAchieve a minimum 80% approval rating on the execution of assigned roles and responsibilities
- Consistently deliver high quality work
- Implement training programs for skill enhancement
- Solicit regular feedback to identify areas needing improvement
- KRAttain deep knowledge and skills in my designated area with at least 90% proficiency
- Seek mentorship or coaching in the designated area
- Engage in daily devoted study and practice sessions
- Regularly 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:
- It brings the goals back to the top of the mind
- It will highlight poorly set OKRs
- It will surface execution risks
- It improves transparency and accountability
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.
- OKRs to boost overall community engagement on the platform
- OKRs to establish unparalleled data leak protection solution
- OKRs to establish solid groundwork for expansion into new markets
- OKRs to enhance proficiency in English language
- OKRs to increase overall audience engagement across all platforms
- OKRs to enhance management of billable target and team's learning needs