OKR Evaluation
Grade results and learn from each cycle
Evaluation is the final phase of the OKR cycle where teams review their results, grade performance, and reflect on learnings. This is a crucial step for continuous improvement.
The goal isn't just to measure success, but to understand what worked, what didn't, and how to improve next cycle.
Navigate to Evaluate View
Select your cycle and click "Evaluate" to review all OKRs
Grade Key Results
Assign a grade (0-100%) based on final achievement vs target
Add Learnings
Document what worked well, what didn't, and why
Plan Next Steps
Decide which objectives to continue, modify, or retire
70-100%: Success
You met or exceeded your ambitious target. This is the ideal outcome for OKRs.
40-69%: Partial Achievement
You made significant progress but fell short of the target. Reflect on what prevented full completion.
0-39%: Missed
You achieved less than expected. Analyze what went wrong and whether the OKR was realistic.
Note: Remember that OKRs are meant to be ambitious. A 70-80% completion rate across your OKRs is actually a sign of good goal-setting.
During evaluation, consider these questions:
Achievement: Did we accomplish what we set out to do?
Impact: Did these results move the needle for our goals?
Learnings: What unexpected insights did we discover?
Execution: What worked well in our approach?
Challenges: What obstacles did we encounter?
Adjustments: What would we do differently next time?
Continuation: Which objectives should carry forward?
- • Be objective: Grade based on actual data, not gut feeling
- • Celebrate successes: Recognize achievements and wins
- • Learn from failures: Treats misses as learning opportunities
- • Team discussion: Involve the whole team in evaluation
- • Document insights: Write down key learnings for future reference
- • Look forward: Use evaluation to inform the next cycle's planning
- • Grade inflation: Being too generous defeats the purpose of honest evaluation
- • Rushing through: Take time to properly reflect and discuss
- • Skipping documentation: Write down learnings while they're fresh
- • Blaming individuals: Focus on process and systems, not people
- • Ignoring context: Consider external factors that affected results