OKRs (Objectives and Key Results) are a goal-setting framework that includes setting ambitious objectives and quantifiable key results to measure progress. An example team OKR is given to improve the company's technical brand by launching a blog, promoting through social media, and employee participation in technical events. OKRs are graded on a scale of 0.6 to 1.0 and transparency is encouraged by making OKRs public. The process involves drafting, negotiating, and periodically checking progress toward objectives.
2. OKR
• Objective
• An achievement target to work toward
• Ambitious and slightly uncomfortable
• Key Results
• Evidence the objective is achieved
• Quantifiable (metrics identified)
• Independently gradable.
3. Example Team OKR
Objective: Improve company’s technical brand
Key Results:!
• Launch company technical blog and get 2 articles
indexed by Google with 30 unique visits first quarter of
launch
• Every member participates in Austin on Rails or Cafe
Bedouin; achieve 20 touch points
• Promote via Twitter; 4 posts per week with 5%
interaction.
4. Example Dev OKR
Objective: Improve company technical brand
Key Results:!
• Write two blog posts each with minimum word
length 600.
• Attend 4 off-hours technical meet-ups.
5. OKRs are Graded
• .6 - .7 is target; a 1 should be a real stretch
• key results graded and averaged for objective
grade
• scoring reinforces commitment to objectives
• when low grades are given, evaluate whether
worth continuing/doing and/or how to do better
6. Transparency
• OKRs and their grades are public and historical
• Everyone at the company should know the
team’s OKRs and individual OKRs
• Use intranet wiki for documentation
7. Why OKRs
• Disciplines work and work planning (eye on the
prize, focused coordinated team and
organization)
• Communicates intentions (everyone knows
what’s important)
• Establishes key performance metrics for
progress (eliminating subjectivity)
8. OKR Process
• Team or individual drafts OKRs
• Present OKRs to stakeholders/manager
• Negotiation of key results
• Agreed upon and documented
• Periodic check-in to grade incremental progress
• Final grade via 1:1 or team meeting
10. For best results, the whole company should
do them.
!
But we’ll start changing the DNA at the
grass roots.
11. Assumptions
• Discretionary bonuses are not solely decided by
OKR grades.
• Performance reviews are independent of OKR
grades.
• Reward, but do not overly punish for aggressive
OKRs.