Objective & Key Result (OKR) - A Framework to Set Goals & Measure Outcomes. What is Objective and Key Results (OKR)? What is the purpose of Objective and Key Results (OKR)? How to write Objective and Key Results (OKR)? What are the examples of Objective and Key Results (OKR)? Templates used for Objective and Key Results (OKR)? What is the difference between Objective and Key Results (OKR) vs Key performance indicators (KPI)?

Objective & Key Result  (OKR) - A Framework to Set Goals & Measure Outcomes

Questions Addressed by this Primer:

  • What is Objective and Key Results (OKR)?
  • What is the purpose of Objective and Key Results (OKR)?
  • How to write Objective and Key Results (OKR)?
  • What are the examples of Objective and Key Results (OKR)?
  • Templates used for Objective and Key Results (OKR)?
  • OKR vs KPI - What is the difference between Objective and Key Results (OKR) vs Key performance indicators (KPI)?

Background of OKRs:

It is important to note that OKR is not a brand-new idea. When Peter Drucker created Management by Objectives, or MBO, in 1954, the long history of OKRs began.

Andy Grove co-founded Intel in 1968, and while serving as its CEO, he transformed the MBO model into the OKR framework that is still in use today. John Doerr joined Intel in 1974, where he became familiar with OKR and then used it extensively.

Purpose of OKRs:

Through a series of specified, detailed, and quantifiable actions, the OKR framework seeks to ensure that every employee in the organization, from important stakeholders and executives to team members, understands the company's objectives.

How OKRs are Set and Measured:

A typical OKR consists of 3 to 5 high-level objectives, each with 3-5 key quantifiable results. The results are measured by a predefined set of indicators or scores (often ranging between 0 and 1.0). The use of quantitative indicators enables an organization to monitor and assess its success.

You might start by incorporating OKR into your organization's quarterly planning and progress reviews. However, depending on the organization's objectives and goals, it can also be done on a monthly or annual basis.

OKRs in each department should have the same time limit to facilitate cooperation and avoid complexity. Remember that OKR is intended to be a straightforward process.

Benefits of Using the OKR Framework (Correctly):

According to leadership experts, one of the most important team management techniques that every firm should employ is OKR.

From Output to Outcomes Mindset:

One of the primary advantages of employing OKRs is that it allows an organization to focus heavily on measurements and KPIs. This results in a culture change away from output and toward outcomes.

OKRs also improve organizational focus, alignment, and openness. When these elements are combined, they result in a large increase in employee engagement.

Employee Engagement:

According to studies, employees that utilize OKR are generally more productive at work, which leads to greater performance and more sales than those who don't. Team members that didn't utilize OKRs actively requested to participate in the OKR process in subsequent cycles.

How to write OKRs' for your team:

At a high-level, here the six steps, we recommend, though, it also depends on the size and maturity of the organization.

  • Step 1: Set the stage - Anchor the message with the organization.
  • Step 2: Identify your objectives - Set at the highest level of organization 
  • Step 3: Identify your key results - Set at the highest level and tricked down as objectives 
  • Step 4: Review and analyze - Must be measurable and time boxed.
  • Step 5: Scoring - Report the actuals vs projections 
  • Step 6: Retrospective - Review, Reset and Progress 

Should your Business, Startup, Firm, Organization use OKRs?

Using the system of OKRs is a tried-and-true technique to improve your team's alignment to the corporate goals, monitor performance, give your team proper feedback, and produce outcomes, regardless of whether you're the CEO, an executive, an operations manager, or a direct manager.

Examples of 5 Companies that Use OKRs:

There are a number of companies that have implemented the OKR framework with great success. Here are five of the most notable:

  1. Google: One of the earliest and most famous adopters of OKRs, Google has been using the system since the early 2000s. The company has found that OKRs help to focus and align employee efforts, and have been instrumental in their tremendous growth.
  2. Twitter: Another well-known company that uses OKRs is Twitter. They began using the system in 2009, and have since found it to be an effective way to keep employees focused and motivated.
  3. LinkedIn: LinkedIn is another company that has achieved success with OKRs. They began using the system in 2011, and it has helped them to streamline their operations and better measure employee performance.
  4. Uber: Uber is a relatively new company, but they have already made waves with their innovative business model and use of technology. They began using OKRs in 2014, and have found them to be an effective way to keep track of their rapidly growing business.
  5. Airbnb: Airbnb is another company that is relatively new, but has already made a big impact. They began using OKRs in 2009, and have found them to be an effective way to track employee performance and company growth.

What the difference between OKR and KPI:

There are several differences between OKRs and Key Performance Indicators (KPI) - 3 are listed below:

1. Moonshot vs Business As Usual (BAU):

OKRs are set as moonshot goals i.e difficult to achieve, but have a significant impact on the business. KPI's are designed to measure current business outputs.

2. Alignment vs. Optimization

OKRs are designed to align everyone in an organization around a common goal, while KPIs are used to optimize performance against specific measures. Organization alignment is achieved by setting the OKR at the top level and cascade them through the entire organization. KPI's are usually set at the department level. 

3. Outcomes vs. Outputs

OKR being moonshots are more outcome driven, while KPI are metrics that measure outputs. Therefore OKR are usually forward looking and KPI are lagging indicators.

Summary:

Setting OKRs also provides leaders like you with a clear direction for what to concentrate on over the course of a specific period of time. You can significantly promote growth and success inside your organization by implementing this well-known Google method.

About Us:

MD-Konsult.com, is a Startup and Small Business Focused Consulting Firm. We have a Objective and Key Result (OKR) templates, that we use with our clients to ensure our clients tee off on the right footing towards success.