What is an OKR? Definition & Examples: OKRs That Work Part 1 of 6

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What is an OKR? The acronym stands for objectives and key results. Google has popularized the methodology for high-growth organizations to set goals and manage performance from the top down to the individual level. It’s a great tool used to connect individuals to the larger mission and vision of the organization.

Let’s determine if OKRs are right for you. OKRs work best when you are engaging all of your staff. It’s beneficial if you have several metrics to focus on. OKRs identify your most important metrics. Set a clear direction. What are your organization’s mission and vision? We need something to align to. Lastly, it’s important to have a cultural fit. The OKR process requires commitment, accountability, a certain level of performance, etc. Sometimes teams and organizations just aren’t quite ready.

We’ve put together an official OKR checklist for building OKRs in your organization:

● Set a strategic direction first
● SMART (Specific, Measurable, Actionable, Realistic & Time-Bound) still applies. You’ll find SMART goals integrate into the OKR methodology
● Don’t be confused by the word “results.” It may sound too restrictive. Focus on outcomes that are quantifiable or verifiable
● Cascading is different from what you might expect. The process is malleable and not so restrictive
● Think quarterly
● Don’t introduce new language (don’t feel the need to adopt specific OKR terms)
● Have a more significant impact (value to your community, employees, environment, etc.)

Now that you understand what an OKR is, check out the rest of our series!

More information is available at https://www.OnStrategyHQ.com

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