Performance
OKRObjectives and Key Results
OKRs are a goal-setting method pairing a qualitative objective with three to five measurable key results, set quarterly and shared openly across the company.
Objectives say where to go; key results say how you will know you got there. Scores of 0.6 to 0.7 are considered good because OKRs are meant to stretch. They are usually decoupled from compensation.
Companies often run OKRs for direction and KRAs for appraisal.
In Indian payroll
Start-ups adopted OKRs early; larger companies mix them with KRA-based reviews. The system needs to hold both without forcing one shape.
What is OKR?
OKRs are a goal-setting method pairing a qualitative objective with three to five measurable key results, set quarterly and shared openly across the company.
Why does OKR matter in Indian payroll?
Start-ups adopted OKRs early; larger companies mix them with KRA-based reviews. The system needs to hold both without forcing one shape.
In Kuzhu
The Performance Management module in Kuzhu is where OKR is handled, on the same employee record as everything else.
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