When identifying your objective and supporting key results, keep in mind that your OKR should be ambitious, measurable, transparent, and aligned.
Ambitious: Your OKR should be difficult, but not impossible to attain in the given time period. If you find that you’re hitting 100% of your OKRs, they’re probably not set high enough. Aim high enough that you and your team hit 70% of your goals.
Measurable: This is where the “key results” piece comes into play. Setting clear and measurable key results will help your teams focus on what they should be working on today to achieve the overall objective.
Transparent: OKRs should be visible to everyone within the organization. Transparency provides accountability, which will make it that much more likely that your goals are attained.
Aligned: OKRs should be set from the top down, and in coordination with other teams. It’s generally recommended that each organization set no more than 5 organization-level OKRs to improve focus and accountability. Once organization OKRs have been set, each department should create their own OKRs ensuring they support their organization-level objectives and directly benefit organization key results. Continue this process of tops-down goal setting until each individual knows what objectives and key results they’re directly supporting.