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.
Focus
Setting OKRs forces upfront strategic thinking and decision-making and brings to the surface the handful of initiatives that can make a real, immediate difference while deferring less urgent ones. By standing firmly behind a few top-line OKRs, leaders give their teams a compass and a baseline for assessment.
Alignment
Once top-line objectives are set, the real work begins. As they shift from planning OKRs to execution, managers and contributors align their contributions to the organization’s top priorities.
Commitment
After focus and alignment come commitments. OKRs must be supported by the entire organization, and every team and working group should agree on their goals and priorities and set clear and transparent goal tracking and progress. Transparent goal progress increases team and individual accountability.
Tracking
OKRs must be measurable or have quantifiable targets. And while OKRs don’t require daily tracking, goals need to be tracked and measured. Regular check-ins and conversations are essential. Managers must talk with employees about goal alignment and achievement while also providing the coaching necessary for effective execution.
Stretching
OKRs should be aggressive yet realistic. We want to stretch ourselves and stretch our teams, but not to the point of breaking.
