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Creating personal OKRs

  • Updated

Please note: This is a user-restricted feature. OKRs are only available for Momentum plan customers. 

It’s worth reading our primer on OKR scopes here before getting started with personal OKRs. It’s also worth reviewing our guide to OKRs.

Only you or your manager can create personal OKRs, however, they will be visible to everyone in the organisation. Transparency is a key concept of the Objectives and Key Results framework and they should focus more on outcomes rather than effort or activities.

Creating personal OKRs in Weekly10 for web

Creating personal OKRs in Weekly10 for Microsoft Teams

On web:

  • Go to the ‘Me’ or tab and select ‘OKRs’
  • If you are a manager of an employee, make sure you change the name to the person for whom you wish to create an OKR
  • Select the date range that you wish to set the OKR for. The view will default to the current quarter, but you can change this.
  • Click on ‘Add OKR’
  • Enter a description and start and end date. This should be a high-level objective
  • You may align this OKR to a team, department or organisation level OKR by selecting a parent.
  • Enter at least one Key Result which will measure success against this objective. We would suggest focussing on output rather than effort in the metric chosen. More details about OKR units can be accessed here.
  • The baseline value should be the starting point (for example $0 revenue) and the target value the final aim ($1,000,000). OKRs should be stretch targets and as a result are expected on average to hit around 70% of target.
  • Click ‘Save’
  • The OKR will now be created and visible within the current dashboard

On Microsoft Teams:

  • Go to the ‘Me’ tab and select ‘OKRs’
  • If you are a manager of an employee, make sure you change the name to the person for whom you wish to create an OKR
  • Select the date range that you wish to set the OKR for. The view will default to the current quarter, but you can change this.
  • Click on ‘Add OKR’
  • Enter a description and start and end date. This should be a high-level objective
  • You may align this OKR to a team, department or organisation level OKR by selecting a parent.
  • Enter at least one Key Result which will measure success against this objective. We would suggest focussing on output rather than effort in the metric chosen. More details about OKR units can be accessed here.
  • The baseline value should be the starting point (for example $0 revenue) and the target value the final aim ($1,000,000). OKRs should be stretch targets and as a result are expected on average to hit around 70% of target.
  • Click ‘Save’
  • The OKR will now be created and visible within the current dashboard

What next?

Editing OKRs (read more)

OKRs can be edited at any point by the manager or employee by selecting the ‘Context’ menu on the right side of the screen. An audit trail is maintained.

Updating OKRs (read more)

You will be asked to update the progress of KRs during your regular Weekly10 check-in. The progress of the OKR can also be updated from the OKR screen by selecting ‘Update OKR’ from the ‘Context’ menu.  The progress of the OKR will be calculated on an evenly weighted basis from the Key Result progress as a %. As always, OKRs should be stretch targets and hitting 70% is deemed as a success.

Completing or archiving OKRs (read more)

You or the manager can archive (or complete) an OKR from the ‘Context’ menu at any time. This will mean no further updates of the OKR will be recorded.

View OKR progress (read more)

You can view the progress of an OKR at any point by clicking on the progress circle or from the ‘Context’ menu by clicking on ‘View Progress’. This will display a progress chart and breakdown of each update provided against the key results.

 

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