How to Score OKRs in 8 Steps in 2024

OKR scoring

Are you struggling to make sense of your OKRs and measure your progress effectively?

OKR scoring is the key to turning your objectives and key results from mere aspirations into actionable and measurable goals.

We’ll unravel the mysteries of OKR scoring, what it is, and why it matters, we also share insights on how to score OKRs, offer guidance on selecting the right OKR software to simplify the process, and provide best practices for optimizing your OKR scoring efforts.

OKR scoring

What is OKR scoring?

OKR scoring is a method for measuring an organization’s goal progress and success. In OKRs, an objective defines a specific and ambitious goal, while key results are measurable outcomes that demonstrate its achievement. 

The scoring system typically involves assigning numerical values to key results, indicating the extent to which they have been achieved. These scores are often based on a scale, with 0 indicating no progress and 1 representing full achievement. 

The cumulative scores of all key results are then used to assess the overall progress of an objective, providing a clear and quantitative measurement of performance and enabling teams to track their advancement and align their efforts effectively. 

The benefits of scoring OKRs

Scoring OKRs can offer numerous benefits for a team’s performance and overall success. By implementing a robust scoring system, a product manager can effectively evaluate the progress and achievements of their team. 

One significant advantage is the ability to gain a clear and measurable understanding of how well the team is meeting its objectives. This not only helps in assessing the team’s performance but also provides a solid basis for making informed decisions and strategic adjustments. 

Furthermore, an effective scoring system can foster a culture of accountability and transparency within the team, encouraging members to take ownership of their tasks and deliverables. It also facilitates better communication and collaboration, as team members can visualize their collective progress and identify areas that require more attention.

Overall, an efficient OKR scoring system enables teams to stay focused, motivated, and aligned with the overarching goals, driving them toward higher levels of productivity and success.

How to score OKRs

Whether you’re new to OKRs or improving your current system, you should pick a scoring method that fits your business. For small businesses, go for a simple method, and for bigger companies, choose a more detailed one.

Seven methods for scoring and grading OKRs

1. Google OKR grading scale

Google uses a grading scale for its OKRs that helps employees and teams assess their performance. Here’s an example of their grading scale:

  • 0.0: They did not deliver any results or made negative progress.
  • 0.3: Made some progress but did not achieve the objective fully.
  • 0.7: Achieved 70% of the key results.
  • 1.0: Fully achieved the objective and key results and possibly exceeded them.

For example, suppose a team’s objective is to increase user engagement by 20%, and one of the key results is to enhance the user interface. In that case, they might score themselves 0.7 if they improved the interface but did not fully reach the engagement target.

2. The Andy Grove Method (AKA the binary method)

The Andy Grove Method, also known as the Binary Method, involves a straightforward binary assessment of either achieving the key result (1) or not achieving it (0). This method simplifies the assessment process and emphasizes clear, measurable outcomes. For example,

Key Results

Achieved? (1/0)
Launch new marketing campaign1
Reduce manufacturing costs0

3. Year-long OKR scorecard template

A year-long OKR scorecard template helps teams track their progress over an entire year. The template typically includes columns for objectives, key results, current status, and final scores. It allows teams to evaluate and update their progress regularly. Below is a simplified example:

ObjectiveKey ResultsCurrent StatusFinal Score
Increase sales revenueLaunch new product lineIn progress0.6
Expand market reachCompleted1.0
Improve customer serviceReduce response timeOn track0.8
Increase customer satisfactionDelayed0.4

4. OKR grading scorecard template

An OKR grading scorecard template helps teams assess their performance on each key result individually. The scorecard typically includes key results, progress assessments, and the final grade. Here’s a simple example:

Key ResultsProgress assessmentFinal grade 

Increase user engagement by 20%

15% achieved


Reduce customer churn rate by 10%

5% achieved


5. Predictive or Confidence scoring

This method involves assigning a score based on the team’s confidence in achieving a particular key result. For instance, if the team is 80% confident in achieving a key result, they might assign a score of 0.8. Here’s an example:

Key ResultsConfidence score
Increase sales by 15%0.7
Launch new product line0.9

6. Grading on Key Results type

In this approach, different key results are weighted differently based on their significance or difficulty. 

For example, if a key result is considered more critical, it might have a higher weightage. Here’s a simplified example:

Key ResultsWeightageScore (0-1)
Increase user engagement by 20%0.70.75
Reduce customer churn rate by 10%0.30.6

7. The No-Grade approach

Some organizations opt for a qualitative assessment of the progress rather than assigning numerical scores. This approach involves descriptive feedback rather than quantitative grading. An example might look like this:

Key ResultsAssessment
Launch new marketing campaignMaking good progress, refining strategy
Reduce manufacturing costsFacing challenges due to supply chain issues

8. Scoring Method Comparison chart

A scoring method comparison chart helps organizations compare various scoring methods to choose the one that best fits their needs. 

This chart might include columns such as method name, key features, benefits, drawbacks, and suitability for different types of objectives. Here’s a simplified example:

Method nameKey FeaturesBenefitsDrawbacksSuitable for
Predictive ScoringBased on confidence level in achieving KREncourages realistic assessmentMight be subjectiveComplex and challenging KRs
Grading on Key Results TypeWeighs KRs differently based on importanceReflects relative significanceMight complicate the scoring processVaried and complex objectives
The No-Grade ApproachQualitative assessment of progressEncourages descriptive feedbackLack of quantifiable dataQualitative and exploratory KRs

Best practices for effective OKR scoring 

Developing an effective scoring system for OKRs is super important to keep your team on the same page and motivated. Here are some tips for creating a killer scoring system:

1. Define scoring criteria upfront

When you’re setting OKRs for your team, it’s crucial to establish clear scoring criteria from the outset. This means you should determine how you will measure success for each Key Result when the OKR is created. This clarity ensures that everyone understands what success looks like.

Defining scoring criteria early on helps prevent confusion and misalignment within your team. It sets expectations and provides a benchmark for evaluating performance against your OKRs.

2. Publicize your results

Transparency is key when it comes to OKRs. After the OKR period, share the results openly within your team and, if applicable, across the organization. Whether you’ve achieved your goals or not, sharing the outcomes helps foster a culture of accountability and learning.

Sharing results encourages team members to take ownership of their OKRs and promotes a culture of continuous improvement. It also allows for feedback and learning from both successes and failures.

3. Develop an OKR scoring template

Creating a structured OKR scoring template can simplify the evaluation process. This template should include the specific criteria and scoring scales you’ll use for each Key Result. It helps standardize the assessment and ensures consistency across different objectives.

An OKR scoring template ensures that scoring is fair and objective, reducing subjectivity in the evaluation process. It also streamlines the assessment, making it easier for team members to score their OKRs accurately.

4. Be honest in scoring

When assessing your OKRs, it’s essential to be honest and objective in your evaluation. Don’t be overly optimistic or pessimistic; assess performance based on the predetermined scoring criteria. Honesty fosters trust and authenticity in the OKR process.

Honest scoring helps maintain the integrity of the OKR system. It encourages team members to set ambitious yet realistic goals and to learn from their experiences, whether they meet their objectives or not.

5. Utilize OKR software

Consider using specialized OKR software or tools to manage and track your OKRs. These tools can streamline the OKR process, automate progress tracking, and provide insights into team performance.

OKR software simplifies OKR management, making it easier to set, track, and score your objectives and key results. It can save time and ensure that OKRs remain a dynamic and efficient tool for goal management.

6. Align scoring with company values and culture

 Make sure that the scoring system for OKRs is in sync with the company’s values and culture. The criteria used for scoring should mirror the organization’s broader mission and vision, encouraging behaviors and results that align with the company’s overall objectives and principles.

Choose the right OKR software to score OKRs effectively.

By considering factors, you can effectively select OKR software that facilitates accurate and efficient scoring, enabling your team to manage and track their objectives and key results seamlessly. Here’s how to choose the right software with scoring in mind:

1. Assess comprehensive scoring capabilities

Look for OKR software that allows for detailed and customizable scoring options. Ensure the software accommodates various scoring models, including numerical, qualitative, or percentage-based scoring, to align with your specific OKR evaluation needs.

2. Prioritize user-friendly interface for scoring

Choose software that offers an intuitive and user-friendly interface for scoring OKRs. A straightforward and easily navigable platform can streamline the scoring process, making it simpler for team members to assess their progress accurately.

3. Consider integration for seamless data tracking

Opt for OKR software that seamlessly integrates with other tools and platforms your team uses. This integration can facilitate the automatic tracking of key metrics, enabling real-time data updates and ensuring that the scoring process remains accurate and up-to-date.

4. Look for reporting and analytics features

Select software that provides robust reporting and analytics features. The ability to generate comprehensive reports and analyze performance data can offer valuable insights into your team’s progress, enabling informed decision-making and facilitating the identification of areas for improvement.

5. Ensure compatibility with goal alignment

Choose OKR software that supports the alignment of individual goals with broader organizational objectives. The software should enable the cascading of OKRs from top-level goals to individual team members, fostering a cohesive and integrated approach to goal setting and scoring.


OKR scoring is a vital aspect of the OKR framework, enabling organizations to track and measure progress effectively. By assigning scores to Key Results, you can gauge how well your team or company is achieving its objectives.

Scoring involves assessing the achievement level of each Key Result, usually at the end of a defined time period. It’s crucial to choose the right OKR software to streamline the scoring process and provide visibility into progress. 

Best practices for effective OKR scoring include setting clear and measurable Key Results, avoiding subjective or biased scoring, and fostering a culture of continuous improvement. In conclusion, OKR scoring is a valuable tool that empowers organizations to measure success, enhance performance, and drive progress toward their objectives.

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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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