Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Guide to OKR (Objectives & Key Results)

A simple guide to implementing OKRs (Objectives & Key Results) at your organization.

Guide to OKR (Objectives & Key Results)

  1. 1. OKR A guide
  2. 2. What is OKR and what’s in it for me? • Is a management technique for recurring planning and progress reporting • Connects company, team and personal objectives to measurable results, making people move together in right direction • Helps keep vision, goals and objectives always in front of employees • Employees get clarity of knowing what’s expected from them
  3. 3. OKR stands for… • “Objectives” and “Key Results” • Is a management technique for recurring planning and progress reporting • Connects company, team and personal objectives to measurable results, making people move together in right direction
  4. 4. OKR Structure Objective Key Results … is Qualitative … are Quantitative Example: Build X skill within the team by Dec’ 14 Example: Arrange training on X Get team certified on X Do a POC to showcase capability on X • Planned and monitored continuously • Max 3 Key Results per Objective • 3-5 Objectives for a person at a time
  5. 5. So, Why OKR? • Simple to use • Helps keep vision, goals and objectives always in front of employees • People start moving towards goals, not small tasks • Employees get clarity of knowing what’s expected from them
  6. 6. Key OKR Practices • Objectives must contribute to the organization goals – directly or indirectly • Objectives must be ambitious – A 60-70% achievement is considered good, a 100% achievement means it wasn’t challenging enough • 3-5 objectives – alive at any given point in time • Up to 3 Key Results to contribute towards each objective
  7. 7. Implementation guidance • OKRs should be part of your role profile / day-to-day work – not outside of what you do but not routine also • Keep OKRs sizable – don’t slice them down to specifics • On-going OKRs – may not have KR end date, but should still be measurable • Growth focused – focus on building yourself, not completing the OKRs
  8. 8. …a few more • Ambitious – goals must be uncomfortable and hard to achieve • OKRs must be reviewed by managers periodically – usually every month or every quarter • Each OKR must be of a sizable duration – pick a duration that your company can comfortably measure • End date is important – keep it tagged on your desk • OKRs are live – do not type-in and forget
  9. 9. Our OKR tool… Our OKR tool built in-house @ Advaiya Solutions.
  10. 10. Thank you

    Be the first to comment

    Login to see the comments

  • ErnestWallmueller

    Sep. 13, 2018
  • Hadao

    Oct. 6, 2018
  • BrittaSchmidt4

    Oct. 31, 2018
  • Fla971

    Oct. 31, 2018
  • ginoterentimjr

    Jan. 22, 2019
  • sdhar27

    Feb. 19, 2019
  • StevenWu8

    Mar. 3, 2019
  • MohammadAkbari

    May. 13, 2019
  • SnezhanaPhi

    Jul. 9, 2019
  • NicholasBates3

    Sep. 20, 2019
  • ReneSmith1

    Oct. 23, 2019
  • karlmattson

    Jan. 10, 2020
  • ybugchen

    Mar. 12, 2020
  • hsrivatsa

    Mar. 23, 2020
  • ssuserd249a4

    Jul. 9, 2020
  • RitamDas18

    Oct. 2, 2020
  • JianjunGao

    Mar. 11, 2021
  • NguyenLanThy

    Apr. 27, 2021
  • Mastalka

    Apr. 27, 2021
  • YohanesGanjarWicaksa

    May. 20, 2021

A simple guide to implementing OKRs (Objectives & Key Results) at your organization.

Views

Total views

130,670

On Slideshare

0

From embeds

0

Number of embeds

90,179

Actions

Downloads

45

Shares

0

Comments

0

Likes

79

×