Google, Intel and Spotify all use OKR. And yet, in the teams I’ve seen, they’re very often misused.
OKR stands for Objectives and Key Results. It’s a goal-setting method that helps you move your organisation in the right direction.
The first part is the what. Your Objective is where you define where you want to go. For example: becoming the benchmark in my market for user experience.
The second part is the indicators, the Key Results. You pick two to five elements that will confirm you’re moving in the right direction.
For example, if your objective is to go on holiday this summer, you’ll end up with different Key Results: book my days off, have a budget of 1,500 euros, plan where I’m going. Those are the indicators that tell you whether you’re going to reach your objective.
In short, OKR are objectives, and we use key indicators to know if we’re moving in the right direction and doing what’s needed to reach that objective.
And you, what’s the best Objectives and Key Results you’ve seen in your career?
Sources: High Output Management