OKR is a goals framework, and the OKR acronym stands for the fundamental components of the framework: objective (O) + key results (KR). Those following an OKR goals framework will structure their goals around a clear objective (“Become a market leader”) supported by tangible key results that signal attainment of that objective (“Reach $5M in new business revenue”). Read more on OKRs in our blog.
OKRs ensure the alignment of goals to a larger company purpose. They promote cross-team collaboration and offer a detailed structure that promotes accountability. Whether you’re setting OKRs for teams or individuals, the format is built to make achieving goals a little bit easier.
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.
To help you get started with the OKR process in your team we have drafted a list of quarterly OKR examples for marketing, sales and operations teams. See marketing examples below.
Objective: Increase high quality inbound leads by XX% by the end of the quarter.
To help you get started with the OKR process in your team we have drafted a list of quarterly OKR examples for marketing, sales and operations teams. See sales examples below.
Objective: Achieve Quarterly revenue of $10 mil
To help you get started with the OKR process in your team we have drafted a list of quarterly OKR examples for marketing, sales and operations teams. See people operations examples below.
Objective: Achieve OKR adoption in all teams.
OKRs have to be set for each level in the organization: company, team, and individual. Each level should define 3-5 key objectives with a maximum of 4 key results.
There are many tools to help organize and share OKRs. The majority of organizations use spreadsheets, documents, or corporate wikis.
Since OKRs are incredibly detailed and take a lot of time to create and complete, adopting OKR software is a great way to invest in your company’s goals process efficiency. Qatalog’s goals feature builds momentum by making OKR context and progress available to everyone, no sharing or manual updating required.