OKR (Objectives and Key Results)
HOW TO SET GOALS USING OKRS
Wilder Gonzales Román
• What are OKRs?
• How to set Goals
• SMART model
• How to implement OKRs
What are OKRs?
Invented by Intel, popularized by venture capitalist John
Doerr, and now adopted by companies
including Google, LinkedIn and Zinga.
It is a management technique for recurring (usually
monthly or quarterly) planning and progress reporting.
It's main goal is to connect company, team and personal
objectives to measurable results, making people move
together in right direction.
• Objectives are ambitious, and should feel somewhat
• Key Results are measurable; they should be easy to
grade with a number (at Google use a 0 – 1.0 scale to
grade each key result at the end of a quarter)
• OKRs are public; everyone in the company should be
able to see what everyone else is working on (and how
they did in the past)
• The “sweet spot” for an OKR grade is .6 – .7; if
someone consistently gets 1.0, their OKRs aren’t
ambitious enough. Low grades shouldn’t be punished;
see them as data to help refine the next quarter’s
OKRs are not TODOs
They are result of TODOs, how the tasks made it better.
OKRs are not synonymous with employee
OKRs are about the company’s goals and how each
employee contributes to those goals.
Make feature X (Not OKR)
Rich improvement % with feature X (OKR)
How to set Goals: SMART model
Specific: The more specific,
the better your OKRs are.
Relevant: 70-20-10 model
Measurable: Must have a
Time-Bound: How long
should the objectives be?
How to implement OKRs
• List 3 objectives you want to atrive for on each level
• For each objective, list 3-4 key results to be achieved
• Comunicate objetives and key results to everyone
• People regulary update each result on a 0-100% scale
• When objectives results reach 60-70% consider it done
• Review OKRs regulary and set new ones
Improve English comunication
Complete online training levels / review
Increase English chat/video chat sessions 9 %
Write blog articles 3 %
How OKRs Help Me Become a Better
• OKRs keep me focused -> objectives
• OKRs allow me to prioritize better -> e.g. 70-20-10
• OKRs guide me on how to make an impact -> cascade
• OKRs encourage me to support others -> public
• OKRs create conversations with peers and managers ->