{"id":13393,"date":"2020-09-17T07:22:00","date_gmt":"2020-09-17T11:22:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=13393"},"modified":"2020-09-17T15:27:02","modified_gmt":"2020-09-17T19:27:02","slug":"scoring-okrs","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/scoring-okrs\/","title":{"rendered":"Scoring OKRs: The Key to Measuring Your Success"},"content":{"rendered":"\n

How does scoring OKRs work? Why do you have to score your OKRs in order to have a successful OKR<\/a> system?<\/p>\n\n\n\n

Scoring OKRs is part of what makes them measurable. OKRs should always be measurable and prioritized; assigning them a score allowed you to establish where they fall in your goals, and track them effectively. <\/p>\n\n\n\n

Keep reading to find out how scoring OKRs works. <\/p>\n\n\n\n\n\n\n\n

Scoring OKRs and Tracking Your Goals<\/h2>\n\n\n\n

OKRs are<\/a> always measurable, and at the end of each OKR cycle you score them. These scores help you track your progress<\/a>, and they indicate when you need to double down on a particular goal or when you should revise or abandon it. This is what you need to know about scoring OKRs. <\/p>\n\n\n\n

During the OKR scoring cycle and your OKR scoring process, check-in with your manager weekly or monthly to discuss your OKR progress and decide among four options for each goal:<\/strong><\/p>\n\n\n\n

Option #1: Continue <\/strong>the objective or key result\u2014If everything\u2019s going well and you\u2019re making progress, keep going.<\/p>\n\n\n\n

Option #2: Revise <\/strong>the objective or key result\u2014If changes in your environment or workflow have caused the goal to get off track, update it.<\/p>\n\n\n\n

Option #3: Start <\/strong>a new objective or key result\u2014As conditions change, you may need to add new goals. If you already have five objectives, put one or two on the backburner to make room for the new goal.<\/p>\n\n\n\n

Option #4: Stop <\/strong>an objective or key result\u2014Some goals become irrelevant or impractical. Don\u2019t stubbornly cling to a goal just because you set it. If it no longer serves your larger purpose or the company\u2019s, toss it.<\/p>\n\n\n\n

Scoring OKRs<\/h5>\n\n\n\n

At the end of the OKR cycle, you score and reflect on your OKRs. The wrap-up phase consists of three parts: objective scoring, subjective self-assessment, and reflection.<\/p>\n\n\n\n

Objective Scoring<\/strong><\/p>\n\n\n\n

The employee and manager assign a score to the objectives. The simplest way to score an objective is to average the completion rates of its key results<\/a>.<\/strong> One way to score is to use a scale of 0.0 to 1.0, based on how much of the key result was completed.<\/p>\n\n\n\n