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Guide to OKR (Objectives & Key Results)

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Mustansir Husain
Mustansir Husain

OKRs are a management technique that connects company, team, and personal objectives to measurable results. OKRs help employees stay focused on the vision and goals of the organization. They provide clarity on what is expected of employees and keep objectives front of mind. OKRs have two parts - Objectives, which are qualitative statements of ambition, and Key Results, which are quantitative metrics to measure progress towards the Objectives. Implementation of OKRs involves setting 3-5 Objectives at a time with no more than 3 Key Results per Objective. Objectives should be ambitious but contribute to overall organizational goals. Regular review of progress, such as monthly or quarterly, helps ensure OKRs remain active priorities.

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OKR A guide
What is OKR and what’s in it for me? • Is a management technique for recurring planning and progress reporting • Connects company, team and personal objectives to measurable results, making people move together in right direction • Helps keep vision, goals and objectives always in front of employees • Employees get clarity of knowing what’s expected from them
OKR stands for… • “Objectives” and “Key Results” • Is a management technique for recurring planning and progress reporting • Connects company, team and personal objectives to measurable results, making people move together in right direction
OKR Structure Objective Key Results … is Qualitative … are Quantitative Example: Build X skill within the team by Dec’ 14 Example: Arrange training on X Get team certified on X Do a POC to showcase capability on X • Planned and monitored continuously • Max 3 Key Results per Objective • 3-5 Objectives for a person at a time
So, Why OKR? • Simple to use • Helps keep vision, goals and objectives always in front of employees • People start moving towards goals, not small tasks • Employees get clarity of knowing what’s expected from them
Key OKR Practices • Objectives must contribute to the organization goals – directly or indirectly • Objectives must be ambitious – A 60-70% achievement is considered good, a 100% achievement means it wasn’t challenging enough • 3-5 objectives – alive at any given point in time • Up to 3 Key Results to contribute towards each objective
Implementation guidance • OKRs should be part of your role profile / day-to-day work – not outside of what you do but not routine also • Keep OKRs sizable – don’t slice them down to specifics • On-going OKRs – may not have KR end date, but should still be measurable • Growth focused – focus on building yourself, not completing the OKRs
…a few more • Ambitious – goals must be uncomfortable and hard to achieve • OKRs must be reviewed by managers periodically – usually every month or every quarter • Each OKR must be of a sizable duration – pick a duration that your company can comfortably measure • End date is important – keep it tagged on your desk • OKRs are live – do not type-in and forget
Our OKR tool… Our OKR tool built in-house @ Advaiya Solutions.
Thank you

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Guide to OKR (Objectives & Key Results)

  • 2. What is OKR and what’s in it for me? • Is a management technique for recurring planning and progress reporting • Connects company, team and personal objectives to measurable results, making people move together in right direction • Helps keep vision, goals and objectives always in front of employees • Employees get clarity of knowing what’s expected from them
  • 3. OKR stands for… • “Objectives” and “Key Results” • Is a management technique for recurring planning and progress reporting • Connects company, team and personal objectives to measurable results, making people move together in right direction
  • 4. OKR Structure Objective Key Results … is Qualitative … are Quantitative Example: Build X skill within the team by Dec’ 14 Example: Arrange training on X Get team certified on X Do a POC to showcase capability on X • Planned and monitored continuously • Max 3 Key Results per Objective • 3-5 Objectives for a person at a time
  • 5. So, Why OKR? • Simple to use • Helps keep vision, goals and objectives always in front of employees • People start moving towards goals, not small tasks • Employees get clarity of knowing what’s expected from them
  • 6. Key OKR Practices • Objectives must contribute to the organization goals – directly or indirectly • Objectives must be ambitious – A 60-70% achievement is considered good, a 100% achievement means it wasn’t challenging enough • 3-5 objectives – alive at any given point in time • Up to 3 Key Results to contribute towards each objective
  • 7. Implementation guidance • OKRs should be part of your role profile / day-to-day work – not outside of what you do but not routine also • Keep OKRs sizable – don’t slice them down to specifics • On-going OKRs – may not have KR end date, but should still be measurable • Growth focused – focus on building yourself, not completing the OKRs
  • 8. …a few more • Ambitious – goals must be uncomfortable and hard to achieve • OKRs must be reviewed by managers periodically – usually every month or every quarter • Each OKR must be of a sizable duration – pick a duration that your company can comfortably measure • End date is important – keep it tagged on your desk • OKRs are live – do not type-in and forget
  • 9. Our OKR tool… Our OKR tool built in-house @ Advaiya Solutions.