![]() The “sweet spot” for an OKR grade is 60% – 70% if someone consistently fully attains their objectives, their OKRs aren’t ambitious enough and they need to think bigger.OKRs are public so that everyone in the organization can see what others are working on.Key results are measurable and should be easy to grade with a number (Google uses a scale of 0 – 1.0).Objectives are ambitious and may feel somewhat uncomfortable. ![]() Google often uses “Objectives and Key Results” (OKRs) to try to set ambitious goals and track progress. But more specifically, research reveals that setting challenging and specific goals can further enhance employee engagement in attaining those goals. Studies have shown that committing to a goal can help improve employee performance.
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