Explain How Goals and Performance Were Evaluated

How did performance expectations and objectives or key results work in a previous role? Explain how goals were set, how progress was assessed, and how you handled work that did not fit neatly into the original goals. ### Constraints & Assumptions - Describe the process you actually experienced without sharing confidential ratings or personal details about colleagues. - Distinguish a formal goal process from your own working practices. - Do not assume every organization uses the same definition of an OKR. ### Clarifying Questions to Ask - Would you like the formal review process or an example of how it affected day-to-day priorities? ```hint Explain how the process changed a decision, not just which meetings or documents existed. ``` ### What a Strong Answer Covers Describe goal ownership, evidence of progress, review cadence, and how priorities changed. Include one concrete example and a limitation of the process without presenting a private performance judgment as a general fact. ### Follow-up Questions - How did you handle an objective that became irrelevant? - How was necessary maintenance or incident work recognized?