Understanding the OKR Check-in Challenge: How Often Should You Measure Progress?

Setting Objectives and Key Results (OKRs) is just the beginning of a successful strategy execution. Once your objectives are aligned and your teams are set, you face the crucial question: how often should you check in on these goals?

Tracking progress is essential, but the frequency of these check-ins directly impacts team engagement and productivity. Too frequent, and they become a source of frustration; too sparse, and your team might drift off course.

Ben Lamorte, a seasoned OKR coach with experience coaching over 2,000 business leaders, has witnessed various approaches to check-ins—from companies that neglect to evaluate their OKRs to teams that face check-in burnout due to excessive frequency.

The Sweet Spot: Bi-Weekly Check-ins

Lamorte’s advice is clear: aim for bi-weekly check-ins.

“When I started, companies thought weekly check-ins were the best way to go. But for most teams, it’s too much. And monthly check-ins? Not enough. Bi-weekly? That’s the Goldilocks zone.” – Ben Lamorte.

So why are bi-weekly check-ins an effective rhythm for monitoring OKRs? This frequency strikes a balance between keeping teams engaged and accountable while allowing enough time for meaningful progress to occur.

The Downsides of Weekly Check-ins

Many businesses believe that weekly check-ins foster momentum, leading them to schedule these meetings regularly. However, this approach often backfires.

“What often happens with weekly check-ins is that there’s little substantial progress to report each week, leading to frustration,” says Lamorte. Weekly check-ins can result in:

• Repetitive Conversations: Conversations sound like a broken record. “Yes, we’re still working on that.”
• Meeting Fatigue: Teams start to mentally check out because discussions feel redundant.
• Superficial Reporting: Team members might inflate numbers or create false updates to make it seem like progress is being made.

If your team groans at the thought of OKR check-ins, it’s a sign they may be too frequent.

The Pitfalls of Monthly Check-ins

On the other end of the spectrum lies the approach of monthly check-ins. Some organizations erroneously apply the same cadence used for Key Performance Indicators (KPIs) to OKRs.

Moving to a monthly rhythm can hinder your team’s effectiveness.

“Monthly check-ins are too slow,” warns Lamorte. “If you check in once a month and discover a key result has derailed, you may have already lost valuable time to correct it.”

The downsides of monthly check-ins include:

• Lack of Urgency: Without regular check-ins, there is no immediate pressure to take action.
• Delayed Problem-Solving: Teams may not identify problems in a timely manner due to the infrequent assessments.
• Last-Minute Scrambling: As the end of the quarter nears, teams may realize they are behind, leading to unnecessary stress.

If OKRs focus on execution, waiting a full month between reviews is often counterproductive.

Why Bi-Weekly Check-ins Are Just Right

Bi-weekly check-ins have emerged as a standard frequency for effective OKR management. This approach offers several advantages:

• Frequent Enough to Stay on Track: Teams can provide timely updates, keeping OKRs top of mind.
• Not Overwhelming: It provides sufficient time for team members to make real progress among check-ins.
• Flexibility: If a meeting is missed, it isn’t catastrophic—there are still opportunities to course correct.

Ben Lamorte further explains, “For most companies, bi-weekly check-ins create an environment of high engagement. Meetings become more constructive and useful.” He recalls working with a large bank that transitioned from weekly to bi-weekly check-ins, leading to a dramatic increase in team morale and participation.

“An idiot with a plan can beat a genius without a plan.” – Warren Buffett

Going Beyond Numbers: OKR Confidence Tracking

One common mistake in OKR check-ins is the sole focus on quantitative results. While it’s important to assess where the key results stand numerically, it’s equally crucial to gauge the team’s confidence in meeting these goals.

Check-ins should also help answer:

1. How confident are we in achieving this OKR?
2. What obstacles are hindering our progress?
3. Do we need to shift priorities or eliminate any blockers?

Lamorte emphasizes the importance of confidence tracking in fruitful check-ins: “As an executive, I desire to understand not just the current numbers, but also how confident my team is in reaching their targets.”

To effectively evaluate progress, utilize confidence scoring alongside numerical results:

• Low Confidence (0-40%): Indicates that the team feels they are off track and unsure about reaching their goals.
• Medium Confidence (50-70%): Shows progress but acknowledges potential risks.
• High Confidence (80-100%): Reflects that the team is confident in successfully achieving their objectives.

This holistic assessment allows teams to identify challenges early and pivot as necessary, ensuring that they stay aligned with their OKRs.

Transforming OKR Check-ins from a Burden to a Habit

The ultimate goal of OKR check-ins is not to add unnecessary meetings but to help teams concentrate on what matters and drive results effectively. Bi-weekly check-ins compose the optimal rhythm for many organizations by keeping the momentum alive and minimizing burnout.

As you prepare for your next check-in session, reflect on this inquiry: “Are we merely going through the motions, or are we genuinely fostering progress?”

Enhance Your OKR Management with AntOKR

If you seek to streamline and bolster your OKR check-in process, consider leveraging AntOKR—an innovative OKR management tool designed to make check-ins straightforward and efficient.

With AntOKR, you can set clear objectives, track progress, and foster collaboration among your team seamlessly. Our tool enables teams to visualize their goals, assess confidence levels, and make necessary adjustments without stress. Turn your OKR process into a habit of success through the power of AntOKR. Sign up today and elevate your team’s performance!