The basics of OKRs

Objectives and key results (OKR, alternatively OKRs) is a goal setting framework used by individuals, teams, and organizations to define measurable goals and track their outcomes. You can create them and view those of your peers at https://app.confirm.com/profile/objectives.

Typically organizations have all employees write their OKRs in parallel, utilizing the OKRs by their manager, teammates, and peers, as context and inspiration. It tends to be an iterative, collaborative process at most companies.

Currently, Confirm supports quarterly OKRs, i.e. plan your OKRs for an upcoming quarter and score/grade them over time to keep track of progress. To see the OKRs of your manager, peers, or direct reports, visit their profile provided in the righthand list.

Adding OKRs

For each objective (a significant, concrete, clearly defined goal), you will want to define a number of key results (measurable success criteria used to track the achievement of that goal).

Editing OKRs

OKRs can be edited at any time within Confirm. However, when doing so, ensure that they stay aligned with those of the team/organization, and communicate any changes to relevant stakeholders, including owners of linked objectives (see Linking related objectives below).

Weighting and Scoring OKRs

Next to a given key result, you can provide a percentage score to rate how that key result is going. Based on these scores and each key result's weight, the objective will receive a score. You can manually overwrite the objective's score if you'd like to avoid dealing with specific weights.

As a recommendation, an organization's target success rate for key results should aim to be 70% (not 100%). A 70% success rate encourages competitive goal-making that is meant to stretch workers at low risk. If 100% of the key results are consistently being met, the key results should be reevaluated.

Adding score comments

To provide context on why you gave a given score, you can add comments by clicking the chat bubble icon next to the score, as seen below:

In the comments, feel free to use "@" when typing to tag activities you've completed, people you want to acknowledge, skills, behaviors, or anything else in Confirm that you want to link.

Linking related objectives

Below each objective, you can link to related objectives as a means to provide readers more context:

For example, an engineer may want to link to the related product objective related to one of their individual OKRs. When clicking the above link, you'll be able to search by objective name or the full name of the author of the objective. Note that objectives can only be linked if they are within the same time period.

What's next?

Some companies choose to have a strict OKR process in which all employees participate in quarterly or annual OKRs to ensure alignment across the organization. Others offer them as an optional tool for teams and individuals that find them useful for goal setting and goal tracking. Some companies grade them only at the end of the time period, while others grade more frequently (e.g. monthly or weekly) to maintain alignment.

If this is your first time using OKRs, know that there are many companies using this process, so there is a great deal of content available across the Internet to learn more!

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