What are OKRs? A Simplified Glossary

OKR is a goal-setting framework that the tech-giant Google first adopted in 1991. John Doerr pitched this approach to the young founders at Google. The presentation looked like this:

Objective: Build a planning model for their company, as measured by three key results:

Key result 1: I would finish my presentation on time.

Key result 2: We’d create a sample set of quarterly Google OKRs.

Key result 3: I’d gain management agreement for a three-month OKR trial.

In this article, you'll learn what OKRs are, the types of OKRs, how to write okrs, and the common mistakes to avoid while writing okrs.

OKR stands for Objectives and Key Results. It is a goal-setting framework that helps organizations track and manage team and individual goals, ensuring they're aligned with that of the organization's.

This helps with transparency and overall alignment across several departments in an organization.

The OKR Framework

An Objective is the main goal that the organization wants to achieve, whereas the Key Results are initiatives/tasks that lead to the achievement of that objective. Employees across different departments work on these tasks to ensure they contribute to achieving that key results and consequently the main strategic objective.

Every Objective usually has 3-5 Key Results that support it.

Let's assume you work in marketing. Your manager receives a cascade goal from top executives in your company. The OKR they provided look like this:

Objective

Increase overall company revenue by 30% by the end of the fiscal year.

Key Results

1. Achieve a 25% growth in sales from existing customers through upselling and cross-selling initiatives by the end of Q4.
2. Expand into two new markets, generating at least $500,000 in revenue from these markets by the end of the fiscal year.
3. Generate 5,000 new Marketing Qualified Leads (MQLs) through targeted marketing campaigns by the end of Q4.

To ensure that the marketing team can contribute to and align with this overarching goal, your manager creates a new OKR specifically for the marketing department.

This OKR will be based on the third key result from above, and it includes three subsequent key results to help achieve those 5,000 MQLs.

Here’s what the objectives and key results would look like for your department:

Objective

Generate 5,000 new Marketing Qualified Leads (MQLs) through targeted marketing campaigns by the end of Q4.

Key Results

1. Launch three targeted digital marketing campaigns (e.g., social media, email, and PPC) that each reach at least 10,000 potential customers by the end of Q4.
2. Achieve a conversion rate of at least 10% from website visitors to leads through optimized landing pages and compelling calls-to-action by the end of Q4.
3. Host two webinars or virtual events that attract at least 300 attendees each, converting at least 10% into MQLs by the end of Q4.

Using this approach helps organizations systematize the whole goal-setting process. Some of the key benefits of OKRs include: 

1. Alignment: OKRs help align individual and team efforts with the organization's broader objectives, ensuring everyone is working towards common goals. This clarity promotes focused execution at all levels.
2. Transparency: Using this framework, each department's OKRs becomes visible to the entire organization. Therefore, teams can see how their work contributes to overall success and brings forth a functionally better cross-collaboration.
3. Agility: OKRs are typically set and reviewed quarterly, allowing teams to be more adaptive and responsive to changes in strategy or market conditions. This short cycle enables quick adjustments and realignment as needed.
4. Measurable Results: Since OKRs are quantifiable, progress can be tracked with clear key results. This helps ensure objectives are being met and highlights areas needing improvement.
5. Motivation and Focus: OKRs encourage ambitious goal-setting through stretch targets (aspirational OKRs). This motivates teams to push boundaries while maintaining focus on what's most important.
6. ‍Accountability: By breaking down big objectives into measurable key results, OKRs drive accountability. Teams and individuals take ownership of their tasks and are regularly assessed based on their progress.

There are 3 main types of OKRs.

1. Committed OKRs
2. Aspirational OKRs
3. Learning OKRs

Each has a distinct purpose in driving business and individual performance.

1. Committed OKRs

These are objectives that the team or individual must achieve within a specific time frame with an expectation of 100% completion.

Committed OKRs are used for critical goals where the outcome is non-negotiable, and there is a clear, realistic plan to achieve them. These OKRs are ideal for setting key performance indicators (KPIs) tied to job responsibilities and business targets.

Example: "Increase customer retention rate by 10% by the end of the quarter."

2. Aspirational OKRs

Aspirational OKRs are more ambitious, often referred to as "moonshot" goals or "stretch" goals. These are stretch targets that may not be fully achievable but drives innovation and pushes the team to exceed expectations.

Aspirational OKRs are used to encourage employees to think big and push the boundaries of what's possible, even if the goal is only partially met. They're also great for driving cultural change, encouraging creativity, and fostering growth in long-term initiatives.

Example: "Expand product reach to 50 new global markets within a year."

This isn't a strict goal, but pushes the team to try and achieve these goals.

3. Learning OKRs

Learning OKRs focus on acquiring new knowledge, skills, or insights. These objectives are set when the outcome is uncertain, and the primary goal is to learn and improve, not necessarily achieve a specific result.

OKRs are used in situations where experimentation is needed, such as new product development, testing strategies, or entering new markets. Its also ideal for fostering a culture of continuous improvement, particularly in uncertain or evolving areas.

Example: "Explore new marketing strategies to improve social media engagement."

There are 2 types of approaches you can use to set OKRs.

1. The Top-Down Approach
2. The Bottom-Up Approach

1. Top-Down Approach

In the top-down approach, senior management establishes high-level objectives that align with the company's vision and strategic goals. These are also called cascading goals, as these objectives are then cascaded down through the organization, allowing departments and teams to create their own key results that support these overarching goals.

Where It's Used

This approach is commonly used in larger organizations or during times of crisis when swift, coordinated action is necessary. For example, companies facing competitive threats often rely on top-down OKRs to ensure that all teams are focused on critical priorities.

Why It's Used

• Strategic Alignment: Ensures that all levels of the organization are aligned with the company's main objectives, fostering a cohesive effort toward common goals.
• Clarity and Consistency: Provides clear directives from leadership, minimizing confusion about priorities.
• Focus on Key Initiatives: Helps organizations concentrate resources on the most important initiatives, avoiding distractions from lower-priority tasks.

How to Implement

1. Clear Communication: Management should transparently communicate objectives and provide a rationale for each goal to encourage buy-in.
2. Incorporate Feedback: While objectives are set from the top, gathering input from lower-level teams can refine these goals and enhance practicality.
3. Regular Review Sessions: Hold frequent check-ins to assess progress on OKRs and address any challenges promptly.

2. Bottom-Up Approach

The bottom-up approach allows teams at all levels to contribute to the goal-setting process. Employees provide input on what they believe should be prioritized based on their firsthand experience and insights.

Where It's Used

This method is often employed in innovative environments or smaller organizations where flexibility and creativity are essential. It encourages engagement and ownership among team members.

Why It's Used

• Enhanced Engagement: Involving employees in the goal-setting process increases their commitment to achieving those goals.
• Better Insights: Team members who work directly with processes often have valuable insights that can lead to more effective objectives.
• Flexibility: This approach allows for rapid adjustments based on real-time feedback from those executing tasks.

How to Implement

1. Collaborative Workshops: Organize sessions where team members can brainstorm and propose their own objectives based on higher-level company goals.
2. Encourage Open Dialogue: Foster a culture where feedback is welcomed, allowing employees to express their ideas freely.
3. Iterative Process: Regularly review and adjust OKRs based on team input and changing circumstances to keep them relevant and achievable.

Writing effective OKRs (Objectives and Key Results) involves a structured approach that ensures clarity, alignment, and measurable outcomes. Here’s 4 steps on how to create impactful OKRs.

1. Define Objectives

While setting your Objectives, ensure they're clear, ambitious, and motivational. Ask yourself this question, "What do we want to achieve?" and "Is it achievable?

Aim for 1 to 3 objectives per team per cycle that will help you maintain focus and clarity with the goals.

2. Establish Key Results

While figuring out the key results, make sure that they are specific, measurable, and time-bound. Use metrics to indicate progress - such as 'yes, no, percentages, and numbers'.

Focus on the results you want to achieve, rather than the tasks your team needs to do to achieve it. This will help your team focus on achieving the results by any means possible without getting sidetracked.

3. Collaborate with Your Team

• Alignment with Company Goals: Ensure that the objectives set by you or the team align with the broader organizational goals. This alignment reinforces the importance of each team member's contributions and helps maintain focus on strategic priorities.
• Feedback Loop: Establish a feedback mechanism where team members can share their thoughts on proposed OKRs. This can include surveys, one-on-one discussions, or group feedback sessions. Incorporating this feedback helps refine the OKRs and ensures they are realistic and achievable.

4. Review and Adjust

Regularly check progress towards your OKRs and be open to making adjustments as needed. This ensures that the goals remain relevant and achievable throughout the cycle.

• Regular Check-Ins: Schedule periodic reviews (e.g., monthly or quarterly) to assess progress toward your OKRs. These check-ins provide an opportunity to discuss challenges, celebrate successes, and make any necessary adjustments to keep the team on track.
• Adaptability: Be open to revising OKRs based on changing circumstances or any other information. If a particular objective is proving too ambitious or if market conditions shift, it’s important for you to adjust the key results accordingly.
• Review Metrics: Use the metrics you defined during review sessions to evaluate progress. Determine what is working well and what may need improvement. This analysis can inform future goal-setting cycles.

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• Encourage Continuous Improvement: Foster a culture of learning where teams reflect on their experiences with OKRs at the end of each cycle. Encourage discussions about what worked, what didn’t, and how processes can be improved for the next cycle. This continuous improvement mindset enhances overall effectiveness in goal setting.

By following these steps, your managers and teams can create effective OKRs that drive performance and align with broader organizational goals.

• Avoid setting vague objectives that lack clarity and direction; be specific about what you want to achieve.
• Don’t overload your team with too many objectives; focus on 1 to 3 key goals to maintain clarity.
• Ensure your key results are measurable; steer clear of ambiguous metrics that make it hard to track progress.
• Focus on outcomes rather than tasks; key results should reflect the results you want, not just the activities you’ll undertake.
• Engage your team in the process; neglecting their input can lead to misalignment and disengagement.
• Make it a habit to regularly review and adjust your OKRs; failing to do so can result in outdated goals that no longer serve your needs.
• Communicate the rationale behind your objectives clearly; without this, team members may feel confused about priorities.

Concluding Thoughts

In this article, you've explored the essential framework of OKRs (Objectives and Key Results) and how they can transform goal-setting within your organization.

OKRs help align individual and team efforts with the broader objectives of the company, fostering transparency and accountability across all departments.

By breaking down goals into clear, measurable components, you can create effective OKRs that not only motivate your team but also drive performance. As you move forward, consider implementing the steps outlined in the blog to define your objectives clearly, establish measurable key results, collaborate with your team for input, and regularly review progress to make necessary adjustments. This structured approach will ensure that your goals remain relevant and achievable while promoting a culture of continuous improvement.

To assist you in this journey, consider using any one of the best OKR software platforms currently in the market.

1. ThriveSparrow
2. Zavvy
3. Leapsome
4. Culture Amp
5. Lattice