Here’s Everything You Need To Know About OKRs

What Are Objective & Key Results (OKR)?

Objectives & key results (OKRs) is a goal-setting framework used by businesses and individuals to set and track objectives and their outcomes. This framework provides a clear structure for defining goals and measuring progress toward achieving them.

The OKR framework was popularised by Andy Grove, the former CEO of Intel, and later refined by John Doerr, a venture capitalist who introduced OKRs to companies like Google. The framework itself, however, traces its roots back to Peter Drucker’s concept of  “Management by Objectives,” which focussed on aligning individual and organisational goals.

OKRs offer several unique features that make them a popular goal-setting framework:

1. Simplicity: OKRs are easy to understand, allowing for clear communication of goals throughout an organisation.
2. Alignment: OKRs help align everyone in an organisation toward common goals, ensuring that efforts are coordinated and focussed.
3. Flexibility: OKRs are flexible and adaptable, making them suitable for different departments, teams, and projects.
4. Focussed On Outcomes: The emphasis on key results ensures that goals are measurable and focussed on tangible outcomes.
5. Continuous Improvement: The regular cadence of setting, tracking, and reviewing OKRs promotes a culture of continuous improvement.
6. Transparency: OKRs are often visible to the entire organisation, promoting transparency and accountability.

What’s The Difference Between OKRs And KPIs?

While both Objectives & key results and KPIs (Key Performance Indicators) are used to measure progress, they serve different purposes:

Objective Vs Metric

• OKRs: Objectives are ambitious, qualitative goals that define what you want to achieve.
• KPIs: KPIs are quantifiable metrics that measure specific aspects of performance.

Focus On Direction Vs Measurement

• OKRs: OKRs focus on setting a clear direction and inspiring action towards a goal.
• KPIs: KPIs primarily measure and evaluate performance without necessarily guiding strategy.

Ambition Vs Targets

• OKRs: OKRs encourage setting ambitious goals that may not always be fully achieved.
• KPIs: KPIs are often tied to specific targets that are expected to be met.

Simplicity Vs Complexity

• OKRs: The OKR framework is simpler and emphasises a few high-level objectives.
• KPIs: KPIs can be more numerous and complex, involving various performance metrics.

Frequency Of Review

• OKRs: Objectives & key results are typically reviewed on a quarterly basis with progress tracked regularly.
• KPIs: KPIs are often reviewed more frequently, sometimes on a daily or weekly basis.

Alignment Vs Assessment

• OKRs: OKRs are used to align teams and individuals towards common goals.
• KPIs: KPIs are often used to assess the performance of specific processes or aspects of the business.