Learn everything you need to know to get started with Objectives and Key Results. How to implement them, what you should pay attention to, and how the methodology is being applied in Europe today.

1. The European
OKR Guide
Everything you need to know to get
started with Objectives and Key Results
How to implement them, what you should
pay attention to, and how the methodology
is being applied in Europe today. WORKPATH

2. OKRs are a holistic management framework, making your
planning and collaboration more efficient by connecting the
daily work of your people with company goals and strategy.
Examples of companies working with OKRs in Europe
They are a powerful tool to ingrain a result-oriented,
measurable, and innovative way of working into every
organization.
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3. Objectives tell you where to go, Key Results
how you will get there.
Ambitious Objectives and clear, measurable Key Results
are essential for every successful business.
Key Result
Measurable result, indicating
whether you have achieved a goal
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Objective
Ambitious goal, usually
of qualitative nature

4. Example
Objective
Send a person
to Mars
Key Result
10 successful test
launches with the
Mars shuttle until
December 10, 2020
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5. OKRs build on established approaches such as
Management by Objectives (MBO) and S.M.A.R.T. Goals.
The methodology combines the insights and experiences
of 50 years of management in innovative businesses.
Management by
Objectives (MBO)
Peter Drucker and
Andrew Grove
1960s 1980s 1990s Today
S.M.A.R.T.
Goals
Objectives & Key Results
After his time with Intel,
John Doerr implements
OKRs at Google
OKRs in Europe
Innovative enterprises
such as Zalando
implement OKRs
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6. Andy Grove
Founder of Intel
“A successful MBO
system needs only to
answer two questions:
Where do I want to go?
How will I pace myself
to see if I’m getting
there?”
From MBO to OKRs
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7. Advantages of OKRs compared to traditional methods
such as Management by Objectives.
Regular feedback and updates
No more silos: connections across the entire organization
Benefits for every employee, not just the management
Independent from compensation and bonuses
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8. What you can achieve with OKRs
Focus on activities
that contribute best
to your company’s
performance
1
Alignment of goals
and activities across
all teams in the
organization
2
Transparency and
understanding what
teams and individuals
are working on
3
Measurement and
appreciation of
individual contributions
to team achievements
4
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9. Best Practices
and Tips for the
Implementation

10. Assign an internal OKR master who
moderates the process and is responsible
in the long run
Allocate enough time and allow employees
to get used to the process, especially when
defining the Key Results
Demand prioritization: Maximum 5 OKRs per
organizational level and 4-5 Key Results per
Objective make sense for a focussed working
1
2
3
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11. Every Key Result has to be clearly measurable
and quantitative, with one or more assigned
owners who are responsible
OKRs should be an integral part of your
weekly meetings and routines, progress has
to be updated as regularly as possible
The buy-in and and support of the entire
leadership team are indispensable for the
success of goal management with OKRs
4
5
6
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12. Process and
Timeframes

13. Annual Company Goals
Company Mission, Values, and Vision
Task
Quarterly Company Goals
OKRs connect across all organizational levels
Team Goals
Individual Goals Individual Goals Individual Goals
Team Goals
Task Task
Quarter
Week
Year
OKRs
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14. Definition of
team goals
Review and goal
discussions
on all levels
Definition of
company goals
Definition of
personal goals
End of quarter
OKR planning for the next quarter
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OKR process steps

15. Transparency and Data Security
Your organization might want to share the
goals of employees to ensure transparency.
However, in accordance to privacy & labor laws
certain information, such as individual progress,
may only be shared on a need-to-know basis.
Motivation and Mentality
For many European companies, „stretch goals“
might not be the right choice. Depending on
team, phase, and resources, over-ambitious
goals can be demotivating.
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Implementing OKRs in Europe

16. Further
Resources
and Insights

17. Work Rules High Output
Lazlo Bock Management
L Andrew Grove
Rick Klau’s video about OKRs at Google:
https://youtu.be/mJB83EZtAjc
Workpath Magazine: www.workpath.com/en/magazine
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Recommendations

18. WORKPATH
As a German software company, Workpath
offers you the safest and most intuitive
solution for the management of your
goals, OKRs, and related management
processes.
www.workpath.com @WorkpathHQ
Author
Johannes Mueller is the founder and CEO of
Workpath. As an expert for goal management, OKRs,
and people engagement, he is eager to drive the
debate around digital organization design.
@johmmueller linkedin.com/in/johmueller
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19. If you want to learn more about OKRs,
do not hesitate to get in touch with us.
We are looking forward to talking to you.
hello@workpath.com
www.workpath.com
Workpath, Munich - Solutions for digital leaders and employers
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