Framework
OKRs
Objectives and Key Results align teams around ambitious, measurable goals.
Summary
OKRs pair a qualitative Objective with 3 to 5 quantitative Key Results. They are typically set quarterly, scored, and made transparent across the organization.
History
Developed by Andy Grove at Intel in the 1970s, scaled at Google starting in 1999.
How it works
- Write a clear, inspiring Objective.
- Add 3 to 5 Key Results with numeric targets.
- Track weekly. Score at the end of the quarter.
- Reset, do not roll forward by default.
Advantages
- Focus
- Alignment
- Transparency
Limitations
- Easy to confuse Key Results with tasks
- Bad OKRs can punish honesty
Examples
- - Improve onboarding completion from 42% to 65% by quarter end
Implementation guide
- - Limit to 1 to 3 Objectives per team
- - Score 0.0 to 1.0; 0.6 to 0.7 is a healthy stretch
OKRs - FAQ
- Are OKRs the same as KPIs?
- No. KPIs measure ongoing health; OKRs target focused, time-bound change.
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