What are OKRs?
OKRs (Objectives and Key Results) is a management methodology that connects the work of employees to the company's overall strategic plan. Objectives are what you want to accomplish. They should be aligned and supported by the organization, plus aspirational. Key Results explain how you'll get there. They should be measurable, limited in number and have a deadline.
Put a man on the moon by the end of the decade
Build a lunar module weighing under 40,000 pounds by December 1965
What are the benefits of OKRs?
OKRs help businesses:
Make the goal setting process more disciplined
Clarify expectations for employees so they're working on the right things
Enable better communication and conversations through transparency
Establish indicators for measuring progress and success
Align goals throughout the organization
OKR Best Practices
Originated at Intel by Andy Grove and later popularized by John Doerr at Google,
OKRs help teams achieve operational excellence and high performance.
If you're new to OKRs, common best practices include:
- Focus on 3-5 objectives at a time, with 4-5 or fewer key results for each
- At least 50% of objectives should be created from the bottom up to increase motivation and aspiration
- Everyone should agree on the top company priorities
- Default to open, public OKRs that everyone can access for increased transparency
- Update progress frequently – we recommend quarterly
- Reflection and conversations about the OKR progress is critical for setting future OKRs
Drive Better Execution with Powerful
BetterWorks takes the headache out of managing individual, team and company-wide OKRs – even across thousands of employees. We do the heavy lifting while you focus on aligning everyone and executing more effectively. Here's what makes BetterWorks different:
Goal Science Insights
We use Goal Science thinking and proven operational best practices to provide an open, collaborative platform for easily setting, measuring and cross-functionally aligning OKRs.
Collaborative, Agile OKRs
BetterWorks helps you view and connect to coworkers' OKRs, encourages innovation and feedback from the bottom up and keeps employees engaged and focused on the big picture.
The "set and forget" model of annual goal setting no longer cuts it. As the pace of business increases, you need a flexible system that helps your team dynamically adjust focus areas as priorities shift throughout the year.
OKRs are a timeless framework, but the methods for implementing them are antiquated. They need to be modernized. Kris Duggan, Board of Directors