Answer 14 short questions to map your OKR maturity across 4 dimensions and see where to invest next.
Setting, Tracking, Alignment, and Culture. 14 questions in total, each scored on a 1 to 5 Likert scale, with one reverse-scored item.
Receive a Beginner, Developing, Advanced, or Mature segment, plus a clear description of what that segment means in practice.
For your two weakest dimensions, the tool surfaces specific investments to help you climb the next rung.
OKR maturity is not just whether your organization uses OKRs but how you use them. A mature organization writes, tracks, aligns, and culturally supports OKRs at a consistent cadence. Maturity is the sum of setting discipline, tracking habit, cross-team alignment, and a culture that allows ambitious targets.
Setting: OKR phrasing, cadence, count, and ambition. Tracking: check-in discipline, confidence levels, scoring consistency, and retrospectives. Alignment: linking team OKRs to company OKRs and surfacing cross-team dependencies. Culture: leaders modeling the practice, how missing ambitious targets is perceived, and decoupling OKR scores from performance reviews.
A low score usually means your organization has adopted OKRs but has not fully embedded them yet. This is not weakness, it is investment opportunity. Start with the action steps the tool surfaces for your weakest 1 or 2 dimensions. OKR maturity is not linear: it is common and normal to be advanced in one dimension and beginner in another.
Because OKRs require teams to set ambitious targets they can afford to miss. If OKR scores directly drive performance ratings or bonus calculations, teams write safe, easy targets. From Andy Grove to John Doerr, every major OKR architect agrees: scoring and performance review must be separate processes.
DevOKR brings the cadence, alignment, and visibility that turn ad-hoc OKR practice into a habit your organization actually keeps.
