6 customisable 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.

Building your own Performance Evaluation OKRs with AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.

Our customisable 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!

1OKRs to enhance diversity, equity, and inclusion in our performance evaluation process

  • ObjectiveEnhance diversity, equity, and inclusion in our performance evaluation process
  • Key ResultDevelop 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
  • Key ResultIncrease 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
  • Key ResultTrain 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

2OKRs to analyze investment performance across different regions

  • ObjectiveAnalyze investment performance across different regions
  • Key ResultDeliver 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
  • Key ResultIdentify 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
  • Key ResultEvaluate 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

3OKRs to improve quarterly performance through consistent check-ins with manager

  • ObjectiveImprove quarterly performance through consistent check-ins with manager
  • Key ResultImplement 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
  • Key ResultReview 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
  • Key ResultSchedule 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

4OKRs to implement unbiased performance evaluations system

  • ObjectiveImplement unbiased performance evaluations system
  • Key ResultDevelop 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
  • Key ResultDecrease 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
  • Key ResultTrain 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

5OKRs to enhance application design by solution architect review

  • ObjectiveEnhance application design by solution architect review
  • Key ResultConduct 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
  • Key ResultCollaborate 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
  • Key ResultTrack 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

6OKRs to establish my unique, impactful role in the organization

  • ObjectiveEstablish my unique, impactful role in the organization
  • Key ResultDevelop 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
  • Key ResultAchieve 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
  • Key ResultAttain 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 to boost success

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.

Tability Insights DashboardTability's audit dashboard will highlight opportunities to improve OKRs

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.

Tability Insights DashboardTability's check-ins will save you hours and increase transparency

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 turn your Performance Evaluation OKRs in a strategy map

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.

A strategy map in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

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 resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

What's next? Try Tability's goal-setting AI

You can create an iterate on your OKRs using Tability's unique goal-setting AI.

Watch the demo below, then hop on the platform for a free trial.

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