close · Strategy · 60–120 min · 1-20 people · medium energy

OKRs (Objectives and Key Results)

OKRs provide a framework for setting ambitious, measurable goals at various levels of an organization. By aligning individual, team, and company objectives, OKRs foster focus, autonomy, and a results-oriented culture.

When to use OKRs (Objectives and Key Results)

Use OKRs when you need to align efforts towards a common vision, track progress transparently, and encourage teams to stretch beyond their comfort zones. It's particularly useful during strategic planning or when introducing a new initiative.

What it solves

Lack of alignment between individual and organizational goals; difficulty measuring progress towards strategic objectives; teams playing it safe and not pushing boundaries.

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

  1. Define the Objective (The What): Brainstorm a qualitative, aspirational goal. (15 minutes)
  2. Define Key Results (The How): For each objective, identify 3-4 measurable key results that will indicate progress. Key results should be specific, time-bound, aggressive, realistic, and measurable. (30 minutes)
  3. Assign Ownership: Clearly assign responsibility for each key result. (5 minutes)
  4. Establish a Cadence: Determine how frequently progress will be reviewed (e.g., weekly, monthly). (5 minutes)
  5. Track and Grade Progress: Regularly update progress indicators (0-100%) for each key result. (Ongoing)
  6. Review and Adapt: At the end of the defined period (e.g., quarterly), review the results, learn from successes and failures, and adjust future OKRs accordingly. (30 minutes)

Materials needed

  • Whiteboard or virtual whiteboard (Miro, Mural)
  • Markers or digital pens
  • Sticky notes (optional)
  • Timer

Facilitator tips

  • Emphasize that OKRs are not used for performance evaluations.
  • Encourage teams to set ambitious goals, even if they seem slightly uncomfortable.
  • Ensure that key results are truly measurable and verifiable.
  • Facilitate a discussion about why certain objectives were achieved or not achieved.

Common pitfalls

  • Setting too many objectives: Focus on a few key priorities.
  • Setting unambitious goals: Encourage teams to stretch themselves.
  • Not tracking progress regularly: Establish a consistent cadence for review.
  • Using OKRs for performance reviews: This can stifle creativity and risk-taking.

Variations

  • Use different scoring systems for key results (e.g., traffic light system).
  • Involve stakeholders in the OKR setting process.
  • Create OKRs at different levels of the organization (company, team, individual).

Running it online or hybrid

Use a collaborative document or whiteboard tool to capture objectives and key results. Ensure everyone has access and can contribute in real-time.

What it produces

A documented set of Objectives with 3-4 Key Results each, including progress indicators.

Origin

Adapted from Management 3.0 — source

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