Getting Started With OKRs (Objective Key Results)

Getting Started
With OKRs
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WTF Are OKRs?
Objectives Key Results is a goal setting framework that is used by some of the world’s
largest and fastest growing companies.

The OKR Formula
It’s actually quite simple 😳.
I will ________, as measured by __________.

The OKR Formula
It’s actually quite simple 😳.
I will (Objective), as measured by (Key Result).

The OKR Formula
Objective: Are what we want to achieve.They are aspirational, significant and concrete.
Key Result: How will we know if we are getting there.They have a few important traits;
key results are simple, are completed within a certain timeframe, ambitious and
quantifiable.

Basic OKR Guidelines
Make Them Manageable:
➔ Set 4-5 objectives.
➔ Each objective has no more than 4 key
results.
Make Them Measurable:
➔ Key results must be measurable,
quantifiable and have specific targets.
Make Them Time-Bound:
➔ Company OKRs can be set annually.
Team OKRs are set quarterly.
Make Them Transparent:
➔ Shared with the entire company.
➔ Weekly check-ins on progress and
alignment.

OKR History & Timeline
1970s
The Birth of OKRs
Andy Grove, who later became
Intel’s long-serving CEO, used the
concept OKRs to underpin this
transition with the development of
the 8080 8-bit microprocessor,
challenging his teams to innovate
at breakneck speeds.
1950s
Drucker’s MBO
Drucker’s approach took root at
the dawn of the Information Age,
promoting flexibility, knowledge
work and decentralized teams,
empowering teams to work
autonomously, with a focus on
innovation.
1999s
Google & OKRs
As an investor at Kleiner Perkins,
John Doerr advised Google co-
founders Sergey Brin and Larry
Page to adopt OKRs when their
100-person team was on the cusp
of transforming how the world
finds and accesses information on
the internet.
1980s
SMART Goals
SMART goals (Specific,
Measurable, Achievable, Results-
focused, and Time-bound),
developed by George T. Doran,
Washington Water Power
Company, came along in the
1980s.

OKR - F.A.C.T.S.
FOCUS ALIGNMENT COMMITMENT TRACKING STRETCHING
OKRs work
because you only
set and focus on
a handful.
Employees,
teams and
initiatives are
aligned with
company’s goals
Planning,
resources and
effort are put
against achieving
these OKRs.
Measuring
success is
completely
objective.
Set objectives
and key results so
it’s challenging to
achieve them.

OKR - Other Benefits
Empowerment: OKRs are set bi-directionally, top-down and bottom up. This means
that every individual is a stakeholder in the outcome - for themselves, their team, their
function and their organization.
Agile: The OKR goal-setting framework gives you the flexibility to iterate your strategy
and direction faster than traditional goal-setting approaches.
Transparency: With OKRs, there are no secrets. Top-down and bottom-up goal
alignment is needed to achieve a concreted outcome.

OKRs vs. KPIs
OKRs KPIs
Ambitious Attainable
Qualitative Quantitative
Motivate Evaluate
Grow Sustain
A Few Many
OKRs have a soul and directionality to
them...Since KPIs are measures, they
make great key results.
~ Measure What Matters

OKR Grading
➔ OKRs are usually graded on a scale of 0.0 to 1.0, with 1.0 meaning the objective was fully
achieved.
➔ Grading can be binary or a scale; 1.0 if you achieved your objective or 0.0 if you didn’t or
based on the progress made on achieving your key results.
➔ 70% (or 0.7) is the sweet spot. If results are consistently much higher or much lower It may
mean that you need stretch harder or rethink your OKRs.
Failed to make
real progress
We made progress but fell
short of completion.
We delivered

OKR Implementation
1. Create annual goals and break
them into quarterly objectives.
2. Set your top organizational
objectives first.
3. Set department and team
objectives
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How To Write OKRs - Best Practice
MEASURABLE REAL TIME ALIGNED TRANSPARENT RESULTS ORIENTED

John Doerr’s
Classic OKR Example
Source: Perdoo

Getting Started With OKRs (Objective Key Results)

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