What are reviews?

Reviews are end of the OKR cycle reflections by an employee and his or her manager. At the end of the OKR cycle, it is important to reflect upon what was most exciting part of working on OKRs, what went well, what could have been done better, what do you wish to experience in future.

What is Impact?

End of cycle review requires managers to spend quality time reviewing the overall performance of their team members. Managers are expected summarise team members' impact or contribution, strengths, growth areas and future experiences.

Impact or contribution is a set of 3 to 5 significant contributions that the employee has made during the previous performance review cycle.

What are Strengths?

Strengths are the positive behaviours demonstrated by the employee in achieving the desired impact during the previous performance summary cycle.

When summarising an employee's strengths, managers must note that these strengths should be consistent with the impact achieved, clearly demonstrable, substantive and validated by peers.

What are Growth Areas?

Growth areas are the gaps in terms of hard or soft skills, demonstrated by the employee during the previous performance summary cycle, that require further development.

What are Future Experiences?

Future experiences are the exposures that you want the employee to gain by the end of next performance summary cycle.

Why is it necessary to submit a self-review?

Self-review or reflection on the overall journey during the OKR cycle helps in capturing the key moments of joy, lessons learnt and helps you to look at the future.

Can my manager give his or her review about me?

Yes. A manager can summarise his or her reflections on top of your self-review.

What happens after I submit my self-review?

After you submit your self-review, your manager is nudged to submit his or her review on your OKR journey. These reviews are then discussed between your manager and his or her manager i.e. skip level manager.