The review process isn't just about numbers; it's about reflection and building a positive, learning-oriented culture.
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Celebrating Successes

Even if not every KR hit 1.0, any significant progress, especially on ambitious goals, deserves recognition.

• Acknowledge Effort: Highlight the hard work, collaboration, and ingenuity that went into achieving positive results.
• Share Learnings: Discuss what worked well and why. What strategies or tactics led to success? Document these as best practices for future cycles.
• Highlight Contributions: Recognize individuals and teams who made significant contributions to OKR achievement.
• Foster Motivation: Celebrating success builds morale and reinforces the value of the OKR framework. It shows that effort leads to tangible results.
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Analysing Failures (or Missed Goals)

Missing a Key Result is not a failure of the team, but a learning opportunity for the organization. This perspective is crucial for psychological safety and honest reporting.

• No Blame, Just Learning: Focus on the system or strategy that led to the outcome, not on individual blame.
• Root Cause Analysis: Ask "why" repeatedly. Was the KR too ambitious? Were our assumptions incorrect? Did we lack resources? Were there unforeseen external factors? Was our strategy flawed?
• Document Learnings: Capture these insights. They are invaluable for improving your OKR setting, planning, and execution in the next cycle.
• What Would We Do Differently? This is the core question. Based on what you learned, how would you approach a similar challenge in the future?

Retrospectives: Learning and Iterating for the Next Cycle

The OKR retrospective is a dedicated session (or series of sessions) designed to synthesize all the learnings from the past cycle. This is a crucial step for continuous improvement of the OKR process itself. It's distinct from the scoring, focusing more on how you worked, not just what you achieved.
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Key Questions for an OKR Retrospective

• What went well during the OKR cycle?
  
  • Which OKRs were particularly well-defined?
  • What strategies led to success?
  • What aspects of our collaboration or process worked effectively?
    
    
• What didn't go so well?
  
  • Which OKRs were consistently off track, and why?
  • Where did we encounter unexpected roadblocks?
  • Were there issues with communication, alignment, or resource allocation?
  • Did our check-in cadence work effectively?
    
    
• What surprised us?
  
  • New opportunities, unforeseen challenges, unexpected outcomes.
    
    
• What should we start doing in the next cycle?
  
  • New practices, tools, or approaches.
    
    
• What should we stop doing?
  
  • Ineffective processes, unnecessary meetings, distracting activities.
    
    
• What should we continue doing?
  
  • Successful practices to reinforce.