The use of OKRs (Objectives and Key Results) and the benefits of staff members evaluating themselves
Many tech companies use OKRs (Objectives and Key Results) to manage teams. The idea is that teams have objectives (what) they want/need to accomplish and key results (how) to make the objectives happen. Each key result is scored and a final number for the objective is given. However, the scoring is done by the teams, not by the managers. The question is: why would teams score themselves, and not have the manager decide this score? How can teams score themselves and be unbiased? Which team would want to underscore themselves, and thereby look bad, for not achieving their objective?
One of the key ingredients in OKRs is team transparency. Teams present their scores in front of other teams and explain, if they came up short, why they weren't successful. Other teams are encouraged to make suggestions and help that team come up with ways to move forward. The focus with OKRs is not just about the end goal, although that is very important, rather its about learning, failing, and finally overcoming challenges and reaching objectives. Thus, when teams score themselves they are not trying to prove to the other teams that they are the best. They are scoring themselves with the purpose of hearing suggestions and advice on how to improve. When improvement is the focus, teams do not over score themselves. They are honest and true to what they have accomplished.