OKR or Objective and Key Results, is a popular leadership technique that helps organizations set, communicate, and track their goals.
It is a holistic approach towards management of goals and performance levels of employees at every level of the enterprise. It helps in creating better alignment and engagement around measurable goals, which are usually set every quarter.
OKR is composed of two components:
Objective; which is qualitative and defines what one wants to achieve
Key results; which are quantitative and define how you will measure progress towards the objective
The first use of OKR method was initiated by Andy Grove at Intel in the 1970s. But more recently, it has been made famous by Google, which owes its success to the OKR framework.
Following them, many other leading companies like Netflix, Twitter, Dell, Adobe, IBM, Dropbox and more, started using OKR. They rely on OKR to create a trusting environment where teams can perform their best and drive business results.
For a leader, it is important to create a framework for the teams to align with and achieve success. Without a framework and vision, your teams are “moving needles,” but without purpose.
“This guide is designed to help managers align all levels of the organization to implement the company-wide objectives established by leadership.
In this eBook we will learn about
Different approaches to Performance Management:MBO vs BSC vs OKR
Benefits of adopting OKR Framework
How to design OKRs – Best practices
Common OKR Pitfalls
Measure and Manage OKRs – FAQs
Practical Examples of OKRs
Download our OKRs practical guide to OKR goal setting to help you start setting impactful and meaningful Monthly/Quarterly/Yearly goals