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Bing Gordon's Forever OKRs: A new approach to define and measure your success
Template: Forever OKRs
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Step 1: Rate your peers.
Start by listing 10-20 people who have performed your role before. Start by look within the company. If less than 10 people have been in your role at your company, expand your list to include examples from outside your company.
Then, rate each person (1-10) on your perception of their overall performance. Don’t get stuck trying to make the ratings precise. This exercise is deliberately quick and directional, not an exact science.
Add person
Name
Rating
Rhys Hawkins
00
10Vilma Jarvi
00
7Ted Ellison
00
4Heath Atwood
00
8Kinslee Fink
00
6Joshua Wilson
00
9Victoria Roach
00
3Ellis Schaefer
00
5Regan Rosen
00
8Daisy Morgan
00
7There are no rows in this table
Step 2: Identify attributes of success.
Here are the people from your list that scored a 9 or 10. What made each of those people successful in their role? Take a few mins and write down a few success attributes of each person.
Name
Success attributes
Rhys Hawkins
Joshua Wilson
No results from filter
Step 3: Define your metrics.
Now that you’ve established the high water marks set by your most successful predecessors, create Forever OKRs for your role. Turn the success attributes above into concrete performance metrics below. Anybody who achieves these metrics should be considered an A+ player in your role.
Like any effective goal, Forever OKRs should be SMART (specific, measurable, achievable, relevant, and time-bound).
Add Forever OKR
Forever OKR
Date created
90% employee unaided recall of vision/mission/strategy
Jul 2022
4.25+ avg rating of direct reports.
Jul 2022
1-3 named 10x product and/or tech features
Jul 2022
There are no rows in this table
That’s it! You now have a set of measurable goals that will persist beyond your ever-changing projects and quarterly initiatives. Anchor everything you do at work to your Forever OKRs and periodically revise the list as needed.
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