2.
OKR’s are a means to set company, management,
and individual goals that unite everyone in a
company vision
OKR’s were made famous by Intel and Google, who
contribute a large portion of their success to them.
What are Objectives and
Key Results (OKR’s)?
3.
OKR’s are public and scored: Everyone can see each
other’s OKR’s and scores, even the CEO/Director’s!
Whenever they want!
Individual goals (results) are created more so by the
individual, not by their manager. They should be
difficult to reach, but not impossible.
What are Objectives and
Key Results (OKR)?
4.
OKR’s are set every 3 months (quarterly) and
individually scored at the end of those 3 months. If
score is:
40% or less: Decide if goal is realistic/worth it.
If it is, work together to help person achieve it next
quarter. For example, share ideas, share what worked
for you in a similar goal, etc.
If it’s not, adjust next quarter.
How does it work?
5.
50-70%: Is it still worth pursuing higher?
If so, adjust goal accordingly for next quarter and get
input from team on how to do even better.
If not, maintain what has worked for you through next
quarter and come back to it following quarter if
needed.
Scores
6.
71-100%: Goal (Result) was not ambitious enough!
If goal is still important and should be pushed even
higher next quarter, do so and get team input as
needed.
If not, maintain what has worked for you through next
quarter and come back to it following quarter if
needed.
Scores
7.
Goal (Result): Increase number of interviewees by 50
people. To be specific, from 30 people interviewed
last quarter to 80 people interviewed this quarter.
Scoring Example of
Individual
8.
Score of 40% or less: This equals out to in increase of
20 people or less (40% of 50 is 20). Decide if goal is
realistic/worth it.
If it is, team will work together to help person score
higher next quarter. For example, share ideas, share
what worked for you in a similar goal, etc.
If it’s not, adjust next quarter.
Scoring Example of
Individual
9.
Score of 50-70% (Increased by 25 to 35 people): Is it
still worth pursuing higher?
If so, adjust goal accordingly for next quarter and get
input from team on how to do even better.
If not, maintain what has worked for you through next
quarter and come back to it following quarter if
needed.
Scoring Example
10.
75%-100% (Increased by 38 to 50 people): Likely that
you weren’t ambitious enough! Worth
pursuing/realistic to get even higher next quarter?
If goal is still important and should be pushed even
higher next quarter, do so and get team input as
needed.
If not, maintain what has worked for you through next
quarter and come back to it following quarter if
needed.
Scoring Example
11.
Company level
Objective: Build KMS Brand (Qualitative)
Key Results (Quantitative, Measurable)
Increase website traffic by 15%
Increase social media traffic by 20%
Increase number of personal referrals by 20%
Increase career site traffic by 15%
KMS OKR Example
Quarter 1 January-March
12.
Director
Objective: Increase Branding Behaviors (Qualitative)
Key Results (Quantitative, Measurable):
Attend 6 Trade Association meetings
Attend 4 client functions
Create 5 social media postings per week, at least 1 about
referral program
Facilitate 20 functions attended by staff members
Facilitate 7 social media postings a week by team
Example Quarter 1
January-March
14.
Recruiter 1
Objective: Increase Branding Behaviors (Qualitative)
Key Results (Quantitative, Measurable):
Attend 3 career fair/school related functions
Attend 1 client event
Create 7 social media postings/week.
Incorporate social media and website in all
communications with candidates
Example
15.
Recruiter 2
Objective: Increase Branding Behaviors (Qualitative)
Key Results (Quantitative, Measurable):
Attend 4 career fair/school related functions
Attend 2 client events
Attend 1 industry-related event
Incorporate social media and website in all email
communications with candidates
Example
16.
HR Team Member 1
Objective: Increase Branding Behaviors (Qualitative)
Key Results (Quantitative, Measurable):
Attend 1 client function
Attend 1 career fair
Incorporate social media and website in all
communications with candidates
Ask for at least 1 referral from each candidate in
processing
Example
17.
Company results:
Increase website traffic by 15%
Related individual goals:
Incorporate social media and website in all
communications with candidates
Increase social media traffic by 20%
Related individual goals:
Create 7 social media postings/week.
Create 5 social media postings per week, at least 1 about
referral program
How It Comes Together
18.
Company goals:
Increase number of personal referrals by 20%
Related individual goals:
Ask for at least 1 referral from each candidate in processing
Increase career site traffic by 15%
Related individual goals:
Attend 4 career fair/school related functions
How It Comes Together
19.
Makes company, managerial, and individual progress
measurable. Always know how you’re doing!
Transparency: Makes it clear to everyone in company
what each person is working on and how they all tie
together to company success
Focuses your effort. You know your priorities for that
quarter. Just as important, you also know what are not
priorities that quarter.
Why Use OKR’s?
20.
NOT used to judge individual or company
performance!
Every goal/result is different and progress, or lack
thereof, is not a fair way to judge performance.
What OKR’s are NOT
21.
Recruiters Example:
Individual objective: Increase staffing
Result: Increase placements by 25%
1. What happens if Recruiter 1 gains three clients and
hits the goal?
2. What happens if Recruiter 2 loses a client and slightly
misses the goal?
Is Recruiter 1 a better performer than Recruiter 2?
What OKR’s are NOT
22.
Email me: MichaelThomasJrConsulting@gmail.com
Connect with and DM me on LinkedIn:
https://www.linkedin.com/in/michael-thomas-jr-
56989074/
If this makes sense for you and your
department/company, reach out.
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