OKR stands for Objectives and Key Results. It is a performance management system that helps individuals and organizations measure progress and success. OKRs are what makes Google, Google. Now, thousands of top companies and startups are using it, and so can you!
Top companies are top companies for a reason. There is a similarity between chess, poker, and OKRs. They are easy to learn, but it takes a lifetime to master. When you use it consistently in all parts of your life with stretch goals, you wonder how you lived without it.
The key benefits of using an OKR framework system are that it can help to:
1. Clarify and simplify goal setting
2. Help track progress and identify areas of improvement
3. Encourage and motivate employees to achieve results
4. Facilitate better communication between managers and employees
5. Improve decision making by identifying priorities
There are a few things you can do to learn how to use OKR for startups. First, you can read about it online or in books. There are also courses available that can teach you how to use OKR for your business. Finally, you can speak to someone who is experienced in using OKR and ask them for advice.
I have always been amazed by how ultra-successful and large companies innovate as if they are small startups when there is so much to manage. The below book is a product of years of my curiosity on innovation management and OKRs.
Top Companies Using OKRs
1. Google uses OKRs to measure and track the progress of its employees 2. LinkedIn uses OKRs to measure and track the progress of its business objectives 3. The Bill and Melinda Gates Foundation uses OKRs to measure and track the progress of its global health initiatives 4. PepsiCo uses OKRs to measure and track the progress of its marketing campaigns 5. Airbnb uses OKRs to measure and track the progress of its product development initiatives
1. What are OKRs and why are they important for startups?
OKRs stands for Objectives and Key Results, and they are a framework that can be used to measure and track progress towards specific objectives. OKRs have been used by companies like Google and Intel for over 20 years, and more recently, they have been adopted by startups as well.
There are a few reasons why OKRs can be particularly helpful for startups: 1. They can help startups to focus on the most important things 2. They can provide a way to measure progress and track results 3. They can help to keep everyone aligned and on the same page 4. They can create a sense of accountability and ownership 5. They can help to keep things fun and engaging
If you’re thinking of implementing OKRs at your startup, there are a few things to keep in mind. Here’s a quick overview of how to set up OKRs for your startup.
Read the sample of my book on How Google mastered OKRs below and you can buy it to master it yourself
How to Write OKRs
There are a few key things to keep in mind when writing OKRs: 1. Objectives should be specific, measurable, achievable, relevant, and time-bound 2. Objectives should be aligned with the company’s strategy 3. Objectives should be ambitious yet achievable 4. Key results should be quantifiable 5. Key results should be aligned with objectives 6. Key results should be reviewed and updated on a regular basis
Here’s a quick example of how you might write an OKR for a startup:
Objective: Increase sales by 20% in the next quarter
Create Key Results
1. Increase website traffic by 10% 2. Convert 10% more visitors into leads 3. Close 10% more deals 4. Increase average order value by 10% 5. Increase customer satisfaction scores by 5% 6. Decrease customer churn by 2%
As you can see, the objective is specific, measurable, achievable, relevant, and time-bound. The key results are also quantifiable and aligned with the objective.
How to Align Key Results with Objectives
When writing OKRs, it’s important to make sure that the key results are aligned with the objectives. This means that each key result should contribute to the overall objective in some way.
For example, if your objective is to increase sales by 20%, then your key results should be focused on activities that will drive sales. This might include increasing website traffic, converting more visitors into leads, and closing more deals.
How to Set Up an OKR Tracking System
Once you’ve written your OKRs, the next step is to set up a system for tracking them. There are a few different ways to do this, but one of the simplest is to use a spreadsheet. In your spreadsheet, you’ll want to include the following columns: 1. Objective 2. Key Result 3. Target Date 4. Current Status 5. Notes
You can use this spreadsheet to track the progress of each key result over time. Be sure to update the sheet on a regular basis so that you can see how you’re progressing towards your objectives.
How to Review and Update Your OKRs
Lastly, it’s important to review and update your OKRs on a regular basis. This will help you to ensure that your objectives are still relevant and that your key results are still aligned with them.
It’s also a good idea to revise your OKRs if you’re not on track to achieve them. This will help you to focus on the most important things and make sure that you’re making progress. How many key results are ideal for OKRs?
There is no hard and fast rule for how many key results are ideal for OKRs. However, as a general guideline, it’s usually best to keep it to between 3 and 5 key results per objective. This will help to ensure that the objectives are focused and that the key results are achievable.
If you have too many key results, you may find it difficult to focus on the most important ones. This can lead to a lack of progress and a lack of clarity about what you’re trying to achieve. It’s important to keep things simple and focus on the most important things. When should you review your OKRs?
It’s important to review your OKRs on a regular basis in order to ensure that they are still relevant and that you are making progress towards the objectives. As a general guideline, it’s a good idea to review your OKRs at least once per quarter.
If you’re not sure where to start, there are a few resources that can help: 1. The OKR Academy offers an online course that covers everything from setting objectives to measuring results 2. Google has a helpful guide on setting up OKRs 3. OKR software like Objectives.com offers templates and resources to help you get started
No matter what approach you take, the important thing is to get started and experiment with what works for your startup. OKRs can be a powerful tool for measuring and tracking progress, but they are only one piece of the puzzle. The most important thing is to keep moving forward and making progress towards your goals.
1. Define your company’s overall objectives
The first step is to define your company’s overall objectives. What are your goals as a business? What do you want to achieve in the next year or the next five years?
Think about both your long-term and short-term goals, and make sure that your objectives are specific, measurable, achievable, relevant, and time-bound (SMART).
Some examples of objectives for a startup could be: - Increase revenue by X% in the next year - Launch a new product or service by X date - Grow the number of users by X% in the next year - Improve customer satisfaction scores by X% in the next year
2. Break down your objectives into measurable goals
Once you’ve defined your objectives, you need to break them down into measurable goals. These goals will be the key results that you’ll track as part of your OKRs.
For each objective, ask yourself: what are the specific things that we need to do in order to achieve this goal? What metrics will we use to track progress?
For example, if your objective is to increase revenue by 20% in the next year, your key results could be: - Increase number of sales by X% - Increase conversion rate by X% - Increase average order value by X%
3. Set a timeframe for each goal
It’s important to set a timeframe for each goal, so that you can track progress and ensure that you’re on track to achieve your objectives.
Some goals may be longer-term (e.g. increase revenue by 20% in the next year), while others may be shorter-term (e.g. increase conversion rate by 2% in the next quarter).
4. Assign each goal to specific team members
Once you’ve defined your goals, it’s important to assign each goal to specific team members. This will help to ensure that everyone has a sense of ownership and responsibility for achieving the goals.
When assigning goals, make sure to consider each person’s skills, experience, and capabilities. You may also want to consider what other commitments they have, so that you can ensure that they’re able to focus on the goal.
5. Track progress and revise goals as needed
It’s important to track progress towards your goals on a regular basis, so that you can see how well you’re doing and make any necessary adjustments.
You may also want to revise your goals on a regular basis, based on changes in your business or the market. For example, if you achieve a goal ahead of schedule, you may want to set a new, more ambitious goal.
Objectives and key results (OKRs) are a great way to measure the success of your startup. They can help you track your progress and make sure that you’re on track to achieve your goals.
There are a few things to keep in mind when setting up OKRs for your startup: 1. Make sure your objectives are SMART: specific, measurable, achievable, relevant, and time-bound. 2. Make sure you involve all members of your team in setting the OKRs. 3. Make sure your OKRs are aligned with your company’s strategy. 4. Set OKRs for different time frames (quarterly, monthly, weekly) and review them regularly. 5. Celebrate successes and learn from failures
Finally, it’s important to celebrate your successes and learn from your failures. This will help to keep everyone motivated and focused on achieving the company’s objectives.
OKRs can be a great way to focus your startup on the most important things, track progress, and keep everyone aligned and accountable. By following these steps, you can set up OKRs for your startup that will help you achieve your goals.
The book is a way for you to understand and apply OKRs in your business and private lives
What are the top mistakes made by startups applying OKRs?
There are a few common mistakes made by startups when implementing OKRs:
1. Not Defining Objectives Clearly Enough
One of the most common mistakes is not taking the time to clearly define objectives. This can lead to confusion and frustration among team members, as they may not be clear on what they should be working towards.
2. Not Making Objectives SMART
Another common mistake is not making objectives specific, measurable, achievable, relevant, and time-bound (SMART). This can make it difficult to track progress and ensure that objectives are actually being met.
3. Not Assigning Goals to Specific Team Members
It’s also important to assign each goal to specific team members. This ensures that everyone has a sense of ownership and responsibility for achieving the goals.
4. Not Tracking Progress Regularly
Finally, it’s important to track progress towards goals on a regular basis. This helps to identify any areas where objectives are not being met, so that necessary adjustments can be made.
How to Build Team OKRs
If you’re looking to implement OKRs for your team, there are a few things to keep in mind:
1. Define objectives clearly and make sure they’re SMART. 2. Assign each objective to specific team members. 3. Track progress regularly and adjust objectives as necessary. 4. Celebrate successes and learn
What’s the difference between team OKRs and individual OKRs?
There are a few other key differences between team and individual OKRs:
1. Team OKRs are typically more complex than individual OKRs. This is because they require coordination and collaboration among team members in order to be successful. 2. Team OKRs are typically longer-term than individual OKRs. This is because they often take more time to achieve. 3. Individual OKRs can be more flexible than team OKRs. This is because they don’t need to be coordinated with other people and can be changed more easily. 4. Team OKRs are typically more public than individual OKRs. This is because they’re often shared with the team in order to keep everyone on track.
When to Use Individual OKRs vs Team OKRs
There’s no hard and fast rule. However, there are a few general guidelines:
1. If an objective can be achieved by an individual working alone, then it’s probably best to set an individual OKR. 2. If an objective requires coordination and collaboration among team members, then it’s probably best to set a team OKR. 3. If an objective is more complex or longer-term, then it’s probably best to set a team OKR. 4. If an objective is more flexible, then it’s probably best to set an individual OKR. 5. If an objective needs to be more public, then it’s probably best to set a team OKR.
How to Create Team Objectives
When creating team objectives, there are a few things to keep in mind: 1. Make sure objectives are specific, measurable, achievable, relevant, and time-bound (SMART). 2. Assign each objective to specific team members. 3. Track progress regularly and adjust objectives as necessary. 4. Celebrate successes and learn from failures. 5. Encourage team members to take ownership of their objectives and be accountable for their results.
What are Stretch Goals for OKRs?
Stretch goals are objectives that are designed to be challenging, but still achievable. They’re typically used in addition to regular objectives and can help to motivate team members to push themselves and achieve even more.
You can find extensive case studies and examples on stretch goals in the book. Youtube is one of the best stretch goal examples of all time that created the immensely popular social media channel while raising Sundar Pichai to become the CEO of Google.
How to set up stretch goals?
Setting up goals that are difficult to achieve but still possible is a key component of any successful OKR system. This is what ensures that your team remains challenged and continuously strives to improve.
One way to set up such goals is to use the SMART method:
Specific: The goal should be clearly defined and easy to understand. Measurable: The goal should be quantifiable so you can track progress. Achievable: The goal should be challenging but still achievable. Relevant: The goal should be relevant to your company’s mission and vision. Time-bound: The goal should have a deadline to ensure it is given a sense of urgency.
If you use the SMART method, you will be able to create goals that are specific, measurable, achievable, relevant, and time-bound. This will help you track progress and ensure that your team remains motivated to achieve results.
Another way to set up goals is to use the MBO (Management by Objectives) method. This is a system where you set objectives and then measure progress against those objectives.
The MBO method can be used to create both short-term and long-term goals. Short-term goals can be things like increasing sales by 10% in the next quarter. Long-term goals can be things like becoming the market leader in your industry.
The MBO method is a great way to ensure that all goals are aligned with the company’s overall objectives. It is also a good way to measure progress and keep everyone on track.
No matter which method you use to set up your goals, it is important that they are challenging but still achievable. This will ensure that your team remains motivated and focused on achieving results.
If you want to learn more about setting up goals, check out this article: How to Set Up Goals That Work.
What are the roles of the marketing team in achieving OKRs?
The marketing team plays a vital role in achieving OKRs. They are responsible for creating and executing marketing campaigns that drive awareness and sales.
They also track progress against objectives and report back to the rest of the team. This ensures that everyone is on the same page and knows what needs to be done to achieve results.
They also work closely with the sales team to ensure that they are meeting their targets. They provide support and guidance to help the sales team close deals and reach their objectives.
How does the whole team held accountable and keep focused on the bigger picture for OKRs?
When setting up OKRs, it is important to ensure that the whole team is held responsible. This means assigning objectives to individuals and teams and then tracking progress against those objectives.
It is also important that everyone understands the bigger picture. This means having a clear understanding of the company’s mission and vision and how their work fits into that.
Without accountability and a clear understanding of the bigger picture, it would be difficult to achieve OKRs. This is why it is so important to ensure that everyone is on the same page from the start.
How do different teams follow their OKR progress?
Different teams may have different methods for tracking OKR progress. However, there are a few things that all teams should do:
Set up a system for tracking progress. This could be a spreadsheet or software program.
Assign objectives to individuals and teams.
Track progress against those objectives.
Report back to the rest of the team.
Celebrate successes and learn from failures.
How to Take the First Step to Move the Company Forward with OKRs?
The first step to setting up OKRs is to create a plan. This plan should include the following:
Define the company’s overall mission and vision.
Set objectives for each department.
Assign objectives to individuals and teams.
Set a timeframe for each objective.
Track progress against objectives.
THE AWAYNEAR OKR BOOK YOU CAN USE A GUIDE
Table of Contents
OKR Story MBOs
The Evolution of OKRs
The Anatomy of OKRs
How OKR Works and Why It Became a Global Management Performance Phenomenon Objectives
Key Results (KRs) Initiatives
OKR Benefits Focus
Establishes Indicators for Measuring Progress Creates Organizational Discipline by Alignment Builds Community and Fulfilling Experience
The 4 Principles of OKRs 1- Focus and Commit to Priorities 2. Align and Connect for Teamwork 3. Track for Accountability 4.Stretch Goals. Rethinking What’s Possible
How Google Perfected OKRs The Google Chrome Story
The Gmail Story The Youtube Story
The Top Ideation Tools to Create OKRs 1. Brainwriting vs. Brainstorming Brainwriting Steps
The Top Softwares for Brainwriting 2. Design Thinking
The 5 Stages of Design Thinking
Define (The Problem)
How to Implement Design Thinking into Your Organization
Focus on the Problem.
2. Encourage Design Thinking on Your Team. 3. Encourage Rapid Failure 4. Mind Mapping
How Companies 10x Their Performance via OKRs Defining the Top Objectives
The Hierarchy of OKRs
Setting Company OKRs
Setting Team and Individual OKRs Key Characteristics of Objectives Key
Characteristics of Key Results Key Characteristics of Initiatives
OKR CHECKLIST General
Objectives Key Results Initiatives Timeline
How Grading Works
How to Create a Sustainable OKR Environment
How to Become an OKR Expert Individual OKR Examples
Business Family Personal
How to Master OKR as a Company Consistency
Ambitious Feedback Loop Open Culture Free Space
How to Implement CFR for Continuous Performance Management Conversations
The Best Free and Paid OKR Tools / Softwares Google Docs / Google
OKRs vs Other Top Performance Systems OKRs vs KPIs
OKRs vs SMART
OKRs vs Balanced Scorecard
Top OKR Sources
OKR and Performance Related Top Books Author’s Books
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The Best Video Learning Sources for OKR
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