Objectives and Key Results (OKRs)

When to use Objectives and Key Results (OKRs)

Use this method when you need to align teams around strategic goals, improve transparency, and establish a clear framework for measuring success, especially during periods of growth or change.

What it solves

Lack of alignment between teams and organizational goals, difficulty measuring progress, and unclear priorities.

How to run Objectives and Key Results (OKRs), step by step

1. Prep the Play (10 min) - Share company goals, project roadmaps, and customer feedback with the team. Create a collaboration document (Confluence page or similar).
2. Define Objectives (5 min) - Brainstorm 1-3 qualitative and ambitious objectives that represent what the team wants to achieve.
3. Set Key Results (10 min) - For each objective, define 3-5 quantitative key results that detail how the objective will be achieved. Ensure they are specific, measurable, and outcome-oriented.
4. Create a Scoring Rubric (5 min) - Set clear, measurable milestones for each key result for every month in the OKR cycle to track progress.
5. Assign Owners (10 min) - Assign each key result to a team member who will be responsible for tracking progress.
6. Summarize Progress Monthly (5 min) - Provide a high-level summary of progress on each key result, including key metrics and overall health.
7. Score OKRs (5 min) - Use the scoring rubric to assess progress on each key result, using a scale from 0 to 1.
8. Analyze Scores (10 min) - Discuss why scores moved the way they did, including performance details, drivers, and steps to improve.

Materials needed

• Video conferencing with screen sharing or meeting space
• Digital collaboration tool (Confluence, Trello, etc.)
• Timer

Facilitator tips

• Encourage honest scoring by emphasizing that it's okay for some goals to be off track, especially when aiming high.
• Use visuals like charts and graphs to communicate progress effectively.

Common pitfalls

• Setting activity-based key results instead of outcome-oriented ones. Ensure key results measure the impact of the work, not just the tasks completed.
• Fearing consequences for labeling goals as off track. Create a safe environment for honest assessment and transparency.

Variations

• Adjust the frequency of OKR reviews (e.g., weekly, bi-weekly) based on the team's needs and the pace of work.
• Use different scoring scales or methods to assess progress.

Running it online or hybrid

Use digital collaboration tools like Confluence or Trello for remote teams to brainstorm and document OKRs.

What it produces

A documented set of Objectives and Key Results (OKRs) with assigned owners and a scoring rubric.

Origin

Adapted from John Doerr's 'Measure What Matters' — source

Build a session around Objectives and Key Results (OKRs)

METODIC places Objectives and Key Results (OKRs) inside a complete, timed session plan — agenda, worksheets, facilitator guide and slides — matched to your group and goal.

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