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At Google, OKRs (Objectives and Key Results) play a significant role but they are not the sole determinant of performance ratings. They account for about a third or less of the performance ratings. Other important factors include feedback from cross-functional teams and context. Regular one-on-one meetings with managers allow for goal setting, reflection, ongoing progress updates, two-way coaching, and light-touch performance reviews.
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In practicality, OKRs amounted to a third or less of performance ratings at Google. More important was feedback from cross-functional teams and context. One-on-one meetings with managers allowed for goal setting and reflection, ongoing progress updates, two-way coaching, and light-touch performance reviews. For your own reviews, a progress bar at the bottom of the slide can track progress made in quarters or across teams and stakeholders. (Slide 12)
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How did Intel grow from $1.9 billion in revenue to $26 billion under one man’s leadership? How do you keep your teams on track while encouraging emplo...
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