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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
A goal-setting structure pairing a qualitative objective with quantitative key results that measure progress toward it. Objectives are written to be memorable; key results exist to be read rather than argued about.
OKRs appear in the HR calendar at the start of each quarter, when teams draft objectives and key results, and again at quarter end, when progress is scored. HR's role is to keep the schedule running, check that key results are measurable, and spot teams whose OKRs simply restate their job descriptions.
Example: an objective of improving payroll accuracy could carry key results such as cutting post-payroll corrections from twelve a month to three, and closing every attendance dispute before cut-off.
The most common mistake is tying OKR scores directly to bonus, which pushes people to set easy targets. Many companies keep OKRs for direction and use separate KRAs for the appraisal. HRMagix includes objectives and OKRs as a module alongside KRA and 9-box.
An Objective and Key Result: a qualitative objective paired with quantitative key results.
To be memorable.
Quantitative measures of progress toward the objective, meant to be read rather than argued about.
OKRs are time-bound and ambitious; KRAs are continuous and role-bound.
Yes.
No. Appraisals go wrong when only one of the two is measured.
No. The objective is qualitative; key results are quantitative.
Yes, through the Performance & OKRs solution.
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