This Is The Internal Grading System Google Uses To Grade Its Employees — And You Should Use It Too here
Key points learnt:
I should set objectives that are
- ambitious
- challenging but doable (not 'Oh! I know that's easy peasy!'
The Key Results
- are clear and achievable
- are quantifiable
- lead to objective grading
Objective should be definitive and quantifiable
Use % e.g
x I want to complete whatever been set this year
OK I want to improve report submission on time by 15% from last year
Set a quarter and annual OKR
Annual is the umbrella and evolve as the year evolves.
Quarter OKRs do not change. 4-6 OKR per quarter. Aim for 0.6 - 0.7 Getting 1 means the key result is too easy. Review and reflect if get 0.4 or lower. However, time spent should be focusing on the goals, not the results.
Internalise OKR
OKR could be a profile if you need to explain what you do and what you have achieve.
So it shouldn't be used by management to determine promotions. It should be used by employees to keep an eye what they have accomplished
Thinking of applying this to be able to get home early next year as well as setting OKR for the family!
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