The OKRs Field Book: A Step-by-Step Guide for Objectives and Key Results Coaches

by Ben Lamorte

Coaching Takeaways DO… Assess existing approach. Have a conversation with your client's HR lead to learn about the existing performance review system if such a system is in place. Connect OKRs with performance management. In addition to OKRs project leads, include the HR lead and executive sponsor to align on how your client will connect OKRs with performance management. Bring OKRs into performance reviews. If your client has a performance system in place, advise your client to consider incorporating structured OKRs questions into their performance review process. DO NOT… Use key result scores to calculate bonus. Using key result scores as the basis for calculating incentive compensation discourages stretch thinking. Roll out both systems together. Rolling out OKRs and a new performance management system at the same time creates confusion and even anxiety. Begin with individual‐level OKRs. Starting with individual‐level OKRs blurs the distinction between OKRs and performance evaluation.