what-are-okrs.md

What Are OKRs?

Jeremy W. Sherman. January 2013.

OKR = Objectives & Key Results

• 3-5 objectives, or high-level, measurable goals
• 2-3 key results per objective, plus one "stretch" result.
• Should not be able to achieve ALL goals/results; you need to stretch yourself.

7Geese makes a product for supporting this style of goal-setting within a company, and they seem to provide the best advice on employing it.

OKRs provide a concrete way for one org hierarchy level to set concrete targets for their reports, and on down the line.

The top level sets organization-wide results that then cascade down through the whole company. In this way, every part of the company can align itself towards the same ends.

See:

• http://support.7geese.com/entries/21846426-What-are-Objectives-and-Key-Results-OKR-
• http://blog.7geese.com/2013/03/26/how-to-set-and-cascade-objectives-in-your-performance-management-process/

Some good advice for developing OKRs:

• "When we discuss OKRs, I now ask the same question every time “What are the 2-3 things that at the end of this interval, if we don’t get done, you’ll be pissed off?” OKRs should be that important. Don’t pick things you simply want to do or are going to do, pick goals you need to be done." (http://blog.7geese.com/2013/11/12/okr-mistakes-and-learnings-for-a-startup/)
• "The highest order use for OKRs is to make sure the most important company objectives are being accomplished in each interval." (ibid)
• "The more specific, the better your OKRs are. One of the main purpose of setting OKRs is for your employees to know exactly what they are held accountable for. By setting specific key results, you are indicating the level of expectations you have for them." (http://blog.7geese.com/2013/09/27/okrs-potential-issues-and-how-to-deal-with-them/)
• OKRs for technical positions:
  • Milestones become key results.
    • Task list leads to milestone.
  • Objective can be "solve issue X" or similar.
• "I like to use the 70-20-10 model to decide on what OKRs I want to set. Following that model, 70% should be related to your core duties, 20% should consist of projects that are directly related to your position, and the last 10% should be personal projects you are passionate about."