OKRs (Objectives and Key Results) is a relatively new concept for managing team goals and improving productivity. I’ve created this guide to serve as a primer for getting your organization onboard with the idea. We’ll discuss the benefits, drawbacks, and how you might be able to implement this goal-setting framework inside your organization.
A quick note before you continue further - OKRs require organizational buy-in. If you're a CEO/founder, take the time to build internal capital to implement these correctly. It's not something that you simply jump into. It's going to take time to properly communicate with the rest of the organization.
OKRs is a framework to help organizations set and communicate goals, while outlining concrete steps needed to achieve them. They attempt to connect personal, team, and company goals in a cohesive manner. As the name suggests, OKRs consist of objectives and key results. Let's break down what that means...
A well-defined objective has a few key ingredients:
This part may not come easy for some employees, but key results are meant to be tough. It's very likely that you will not complete all the tasks you set out to do. If you get somewhere in the 70% range, you're actually doing them correctly. With that being said, they should be feasible...not impossible.
Key results should have a number attached to them. For example, customer service could have a key result of "NPS score of 50" for the month.
Sally is a coffee-shop owner who is looking to grow and expand her business in the next quarter. Here are her OKRs below:
Open a new location
One of the toughest challenges an organization faces is around aligning human capital towards a few high-level goals, while making them actionable. It's easy to focus on either short term initiatives, or long term strategy. OKRs seeks to blend them together and codify them throughout the organization.