OKRs are ambitious and should feel uncomfortable to some extent. Key Results (KRs) are measurable and should be easy to grade with a number. Google uses a 0-1.0 scale to grade each KR at the end of a quarter. The “sweet spot” for an OKR grade is .6-.7. This implies if someone steadily gets 1.0, their OKRs aren’t ambitious enough. Besides, you should not punish low grades. View them as data to help refine the OKRs of the next quarter. OKRs can never be synonymous with employee evaluations, and they are not a shared to-do list either.
