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Everything you need to know
about OKRs to help your
organization achieving the
most ambitious goal
Ebook
Contents
01 03Introduction
02 06What are objective and key results?
03 10Differences between OKRs and MOB, KPI
04 13OKR and business sizes
05 18Implementing with OKRs
01
Contents
06 22Frequency of OKRs set
07 25OKR sample
08 28Common mistake
09 30Difficutly for applying OKRs into business
10 33
11 35
Organization benefit with OKR
About Goalify
02
Google Ventures’ Rick
Klau puts it, “Google
wasn’t Google” until
they adopted the
OKR practice
03
Introduction
OKRs is understand as Objective and Key Results, a critical
thinking framework and on going discipline to help the
team focus on the important issue throughout their
organization.
OKRs were also introduced to Google since 1999 by John
Doerr, a model he first learned from Intel. Today, OKR are a
de facto standard for aligning company and individual
goals. I am also very amazed when finding out that OKRs is
used to define the cornerstones for not only startup, small
enterprise, but also for large-scale companies like Google,
Linkedin, eBay, Booking.com, Zynga.
Introduction
OKRs should incorporate elements from both stretch and
SMART goals, and also developed on the logic of MBO
(Management by Objective). Google has been using OKRs
effectively from the time they just small start-up until now
worth more than 500 Billions of Dollars, and as Google
Ventures’ Rick Klau puts it, “Google wasn’t Google” until
they adopted the OKR practice. In fact, their
implementation of OKRs has driven them into the
incredibly successful company that they are today. When
John Doerr brought OKR from Intel to Google, he
conveyed the importance of specificity and making goals
ambitious. That inspire and push Google out of their
boundaries to reach the most excellent goal.
What are
objective
and key
results
What are objective and key results
OKRs stands for Objectives and Key Results. It is a framework helping team
member moving together in the right direction by defining and tracking
objectives and their outcomes.
Its principal goal is to identify company and team "objectives" along with the
measurable "key results" that determine achievement of each objective. It
should also come with a specific timeframe, and typically, this is a quarter
1 day
Action Objective
Tactics & Task
1 quater 1 year 5-10 years
Objective 1
Objective 2
Objective 3
Key
Result
1
Annual
goal
1
Annual
goal
2
Key
Result
2
OKRs
Strategic
& Goal
Mission
& Vission
Tatic 1
Tatic 2
4
3
2
1
Mission
&
Vission
OKRs goal is often created by team and company to connect with the company's
vision and mission. A team member may create an OKRs for him/herself, but that
might not link with the company goal.
OKRs is not like the other method, which only uses local top-down assignment.
OKRs are visible for everyone, Top-down, bottom-up and cross-functionally.
OKRs ensure everyone is moving toward and achieving the same result.
An objective is what you or your team member
want to accomplish. An objective must be
significant, meaningful as well as aspirational to
the company and team member. They should be
linked, aligned and well supported by the entire
organization. And It should also come with a
specific timeframe, and typically, this is a quarter
Primary results should be measurable, limited in
number and implement timeframe.
Example: Green 5 big cities by the end of March
Example: building a green delivery machine that
can plant 100,000 seed a day by December of 2017
What is objective?
What are Key Result?
The measurable is not quantifiable. That's two differences criteria.
Example, "Launching a new product feature on June 10", that is 100%
cannot be quantifiable.
It's measurable because you can measure it can be delivered or not.
However, if you set " Launching three new product features on June
10". It will be quantifiable and measurable.
Keep the objectives at 3 to 5 key objectives of company, team or
individual level. And five or fewer Key Results for each objective.
OKRs not set by yearly, it should be determined by quarterly and
communicate, agreed and contributed by all-hand of the company
via the meetings.
The company needs a dashboard to display all the OKRs to the
team, individual or corporate level goal with an associated
performance metric.
Measurable vs Quantifiable
How many OKRs, a company should have?
How Should they be communicated?
KPI vs. OKR
Goal?
Differences between OKRs and MOB, KPI
Specific Measurable Relevant Time-boundAchievable
What is the differences?
KPI and OKR, MOB, all these methods are
developed from the S.M.A.R.T goal:
S M A R T
However, the S.M.A.R.T Goal has evolved since the 30 years
ago. Best practices are to create specific, measurable,
achievable, relevant, time-related OKRS, but unlike a KPI, an
OKRs goal will ask for ambitious, aspirational rather than just
a standard Operational goal.
A KPI goal set 100% at complete, but an OKRs goal achieving
70% can be counted successfully done. Companies may not
alway reach their ambitious goal, but it helps to foster the
great innovation by encouraging workers to push their limits.
OKRs also benefit the organization with the
transparency of the objectives; it shows everyone in
the organization the team, individual in charge with
the goals and where is the current process and how
it contributed to the primary goals.
Essentially, objectives are goals, but they are
qualitative, ambitious and motivating. And each
objective has a few key results that step in how to
get there (just like key performance indicators).
S.M.A.R.T
Infographic the differences between the OKR and MBO
MBO OKR
Management by Objective
By
Peter Drucker By
Andy Grove
& intel team
1954
1970
Invented
Vs
Visibility
1 - 1
Employee & His Manager
Public
Public with the Company
Objective and Key Results
MBO OKR
Management by Objective Objective and Key Results
Mostly
annually
Determine the
compensation
Completion
Completion
Increase
Operation
Efficiency
Quarterly, in some
case even Monthly
Frequency
of
Reviews
Definition of Success
Vs
Purpose
Infographic the differences between the OKR and MBO
100 % 60 - 70%
365
Can OKRs
apply vairous
business
sizes?
Google is using OKR from the day they start up with the size of 40
employees until now is over than 6,000.
That is the evidence for the proof that OKR is matching with all size
of the team from the start-up, Small and Medium business to big
Corporate. OKR is building on the five fundamental principles.
Goal Alignment
vertical alignment, horizontal alignment, and
company mission
Transparency
working transparently with social reinforcement
and recognition
Performance-based
frequent, measurable feedback and regular wins
Flexibility
to respond market change and adjust the company
goal to react with the need
Acceleration
push your team to reach to limit and get greater
achievement and encourage excellence
Vision without execution
is hallucination.
Thomas Edison
If you are…
Enterprises
It is a great contribution to the organization with many departments and
locations. It is critical for all members of the teams - from top to bottom,
across the functions - to be able to provide the feedback, communication,
and input into the goal-setting process.
By clarity, transparency and making all the Goal Objective visible to
everyone in the organization, the recorded process of the goal operating
and an aspirational goal will help to drive operational excellence. Google
successfully used OKRs to grown from 40 to 60,000 employees.
Small and medium business (SMB)
It's difficult for a small or medium company to define the 12 months goals
in the era of digital. Everything is changing rapidly. SMB needs a helpful
tool to identify, evaluate and adjust very quickly to react to the market as
well as help to determine the market fit or create the competitive
advantage. OKRs is the excellent match with these needs.
Service firm
For the business that use to require an individual switch frequently between
the project base like service or consulting firm. It is critical to provide a way
to allowing the team member to follow up and support work being done by
another member.
Implementing
with OKRs
is a multilayered process. However, the most
important things when getting started with the initial
step is setting the Objectives.
Organization should ask individuals to set their OKRs
Once OKRs are set, during the face-to-face meeting
between managers and employees, OKRs are to be
reviewed. Both parties need to build the time frame
together to achieve the objective. The OKR must
contribute to organizational goals - directly or indirectly.
OKR
From individual establishment, organizations bring it up
to larger groups such as teams, departments to collect,
discuss, negotiate and debate about the OKRs and time
frame.
Final, when achieving the negotiated agreement among
all parties, the OKRs will be presented to everyone
during all-hands.
The key success of the OKRs is to keep team focusing
only 4-6 objectives at one time with fewer than six key
results for each objective. The focus will yield the best
result for employee every level.
Implementing OKRs, there are two pools of activity
contributing to the success of the company which is:
Operational Goal
The organization sets Goal at company level such as
product launching, customer acquiring, some employee
retention, etc. Then they need to manage the metrics
and timeframe to transfer it down to department/ team
level goal objectives.
Ambitious Goal
On top of the operational goal, ambitious goal is the
bigger picture of the idea how the company is going to
change the world or leading market. These goals are set
to make employees understand and have the concept
how they will & can contribute to the company success
via the company's ambitious goal objective.
Both standard sets of the goal must be as measurable as
possible and be aligned directly or indirectly with the
business objective, example.
By Achieving this [goal], I need to do this X, Y, Z.
To keep all the Goal Objective visible, including the
Operation Goal as well as an ambitious target in front of
all your team members. When everything is clarified, and
employees know well what’s expected of them, the team
can move together in the right direction.
Company OKRs
Team OKRs
Personal OKRs Personal OKRs Personal OKRs Personal OKRs
Team OKRs Team OKRs
OBJECTIVE
KEY RESULT
Clarity
Velocity
Qualitative, inspiring goal for a quarter
- what you aspire to achieve
Qualitative outcomes for the objective
- what success looks like
ACTIONS Alignment
Execution required to achieve key results
- what needs to be done
INSIGHT Excellence
Results and learning from execution
- what we can do better
Let take a look at some of the Example
Objectives and Key Results (OKR)
Objective
Make money
for Owners
Key Results
Win Super Bowl
Fill Stands to 88%
Football GM
Objective
Win Super
Bowl
Key Results
1. 200 Yd passing
2. No.3 in defense stats
3. AVG 25yd punt return
Head Coach
Objective
Fill Stands
to 88%
Key Results
1. Hire 3 colorful players
2. Get 2 Monday night games
3. Highlight key players
Head of PR
Objective: 200 yd/game passing attack
Key Results: 75% completion
Offense
Objective: 3rd ranked defense in NFL
Key Results: Less than 100 yd passing
per game
Defense
Objective: 25 yd punt return average
Key Results: 3 blocked punts
Special Teams
Objective: Hire 3 colorful players
Key Results: Visit top 25 colleges
Scouts
Objective: get 2 Monday night games
Key Results: 5 ESPN special features
News Staff
Objective: Highlight key players
Key Results: Hire 10 new cheerleaders
Publicity Agent
Frequency
timeframe
for OKRs
Frequency - timeframe for OKRs
Frequency - timeframe for OKRs
The timing for the OKR depends on the organizational state, strategy
& culture. Some companies have set OKRs in monthly or six-week
intervals, and others set the OKR by monthly, quarterly.
For the company at early stage or startup, setting the OKR quarterly
will be relatively long to test and find the market fit. It is also quite
long for the company who operates on the project base that needs
timely delivery.
No matter how you are setting your OKR quarterly, monthly or six-
week time, the organization will see more successful operation when
moving from their yearly performance review to more common goal
setting and evaluation. However, guiding employees on how to set,
show the process, and get feedback on goals daily must be ruled by
the organization.
OKR common
mistakes
OKR is not a very new ideas, but it requires many practices to get
used to the concept and successfully achieve results. Here is the
common mistake when the organization implements OKR.
- Too many OKRs or Key Results
OKRs is not a to-do list of your organization. It helps you present
and define your critical, top priorities. Focusing on less than 5.
- Setting non-measurable Key Results
How can you measure the effect without creating the measurable
Key-Result?
- Top-down approach
OKRs do not waterfall. If you are looking for a top-down method
like MOB, OKR is not for you.
- Set it and just watch it
Don’t treat your OKR like a new year’s resolution. OKRs need to
be a part of the culture, need to be followed on a regular basis
- Including task as a Key Results
A Key Results is not something that you need to do; it’s the successful
outcome of what you did.
- Failure track weekly check-in
Check-in is the top priority MUST DO of OKR. You can not fail on this.
- No-owner
There is must be one individual who own the accountable of the OKR.
Objectives are usually performance based and not within control
- Team Objectives are not synchronized
The team has to communicate with each other when setting the OKRs,
otherwise achieving alignment will be impossible.
10 facts that
OKR will help
your team
achieve way
more than you
can imagine
We all know Google using OKR since they only 40
peoples when they just start-up state. And they
keep the routine until now with more than 6000
employees and value more than 500 Billion USD.
- Mindset is the foundation for everything
When you are small, and just start. That easy to align the mindset to your
peers with the scale from 1-20, and 40-100. With the size of 2,000, it takes a
lot more effort and time to roll out, many conversations to get your
organization get used to, comfortable and master it.
Small all easy to adjust and flexible to adapt than big.
- Continuous review and changes your
process
With a small team, the most pros are you are very flexible, and thing happen
real-time, a small team allowing use to continuing review and feedback the
work, performance. It’s great chance to adjust and testing, improving your
process and bone that can maximize the productivity. With OKRs, your team
goal & key result alway visible to show are you on track, healthy, or your way
is not work.
- OKR create the inspiration of your top
company goal to the team
The visible of your big goal from the vision, mission into the quarterly goal
helps all the executive and members have the ideas how they should set
the tone and objective for their own OKR to align with the company goal.
It creates the connect of the peer to the team and company.
You can be like them, and here is the 10 reason why you should apply
OKR right now into your team when you are small.
- Show you the way how to get the goal
You will never know are you reaching the goal or not when you don’t
have a key to showing you which way to go and measure the success.
When it clears, all your team need is to keep fighting and achieving it.
- Show the reality
Focus on the goal and how to achieving it critical but knowing exactly
your reality also vital for your business. With early state, you don’t have
much resources and time to waste. Away realize how far we are from the
goal, what is our current process, is it excellent to push further or is it far
away from the goal?
- Focus create strength
Since you are a startup, there will be various change your can pickup on
the market, but sometimes these arising opportunities keep you away
from your primary goal and make you fall into the wrong route. That
could harm your business growing line. A small team can’t divide many
workforces to focus differences goal that does not serve the primary
objective.
With OKR, it keeps all members of your team acknowledge and very
crystal clear about what should concentrate and what is not matter and
how to achieve it.
- Transparency help to see where is the
effort is duplicate
Supporting team very clear communication and not overlap the work.
OKR help you to kill the gap of the miss-communication. Imagine that
you don’t need your team to pick up the phone every day to ask that
are you working on that same objective? They just need to come to
the OKR board to check the objective of the related member of the
team to avoid the duplicate work.
- Build discipline
It could take 5-10 mins a week but save your months and year time.
Some team just skip few minute of quick catch-up, check-in or report
each other; they are saying that too much task to do or some
member are not comfortable to open up what they are working. That
is the very bad habit to your business. Without the update, you don’t
know where is the process, how far you are from the team,
orgazniation goal. Are you able to reach it or need to adjust,
changing the way approach? OKRs check-in habit and transparency
help you to highlight all the process. Give you the precise summary
for your next move
To have this data to analysis and keep adjusting monthly or weekly
indeed will help your team have the best productivity effort to move
in the right direction. For sure that you don’t want to spend 3-6
months and realize that you are not on the right path or team are not
productivity like you are expecting.
- Engaging & recognizing
IWith clear & transparent the process, it’ helps you and your team
recognize the effort and cheer up, applause, congratulate each other
when achieving the goal. This such an energy to light up and motivate
the team. Not only that, it helps to recognize yourself you are contributed
to the big team as well. It reflects your work and own personal branding;
you should cheer up yourself too.
- Don’t make you fall into the trap of
perfectionism
On of the big of the failing point of the startup is because they keep
trying the best to enhance the product in the wrong context. Why am I
saying that?
⁃ Remember you are don’t have big resources, and material support.
It’s mean having something delivered to the market will better than
nothing.
⁃ Your setting goal alway can edit. And with the help of OKRs, you
will not afraid that your team are not aware the adjusting and
changing. SO don’t need to care about perfect your goal. Only one
thing you need to do is making your team move in right direction.
Challenging
when applying
OKRs into
bussiness
Like any transformation process in the world. The most
arduous task for the organization is to start adapting,
apply and maintain the OKR process.
1. Mindset
It is all about Mindset and build up the routine as well as make sure
your team understands the concept of OKR is all about your
company goal for operation and ambitious, that's not Key
Performance or a list of action to do.
2. Build the routine
Teams always need the “OKR master” who fully understands the process,
the benefit of the method and can help the team with difficulties when
using it to be motivated and keep it on track. That person is often a chief
executive, business leader, operating officer or human resources
professional.
3. Misunderstand with the project
management tool
Most of the employee will complain about too many tool. And why
they need to update this goal and check the goal dashboard and
also need to update the project management tool as well?
However, put it this way, you also get the complaint by many of
employees that left your company because they don't understand
your big goal too.
Which one is more harmful? Of course, if the result that employee
deliver and not align with company goal, you are not profiting
anything further to reach your ambitious goal.
And just 5-15 mins to update the process a week, is it worth to lost
a whole year goal if everybody does not understand precisely what
is needs and how to reach, measure the objectives?
OKRs Benefit
Goalify allows you to set the OKR at company,
team and personal level, create the dependencies
and link OKRs together. Hence, all the Goal are
clarified and transparent; everyone can get the
idea of how everything is connected to create the
ultimate engagement.
With transparency and simplicity in company-
wide, your teams are easy to understand the
expectation and the priorities or the
organization. Furthermore, they also aware
about their contribute to the big wheel success
of the company.
1. Keep everyone engaged
2. Clear direction to every
team and individuals
Without clear goal direction, people use to get
lost in of the daily task, the result not very related
much with company Goal expectation and that
causing the unproductivity & profitable of the
business. Reduced the unrelated number of goal
will create the focus in the organization and effort
will be more effective.
3. Increasing productivity
through goals focus
Shorter goal cycles allow faster adjustments
and better adaptation to change, increasing
innovation and reducing risks and waste.
5. Agility
The team will never misunderstand the
expectation of the company with a clear and
simplicity of the goal priority dashboard to as
well as how they can contribute.
4. Clear communication
About
Goalify
Goalify is a pioneer tool to let you increase your team engagement and helping
your team move in right direction, focus on results that matter the most and
reaching the most ambitious goal. Improve the culture and employee
engagement. From HRM, culture engagement to Objective Key Results (OKR)
Save time, Growth the business, United people
www.goalify.plus
Get it now!
Save time,
Growth the business,
United people
www.goalify.plus

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A comprehensive guide to okr

  • 1. Everything you need to know about OKRs to help your organization achieving the most ambitious goal Ebook
  • 2. Contents 01 03Introduction 02 06What are objective and key results? 03 10Differences between OKRs and MOB, KPI 04 13OKR and business sizes 05 18Implementing with OKRs 01
  • 3. Contents 06 22Frequency of OKRs set 07 25OKR sample 08 28Common mistake 09 30Difficutly for applying OKRs into business 10 33 11 35 Organization benefit with OKR About Goalify 02
  • 4. Google Ventures’ Rick Klau puts it, “Google wasn’t Google” until they adopted the OKR practice 03
  • 5. Introduction OKRs is understand as Objective and Key Results, a critical thinking framework and on going discipline to help the team focus on the important issue throughout their organization. OKRs were also introduced to Google since 1999 by John Doerr, a model he first learned from Intel. Today, OKR are a de facto standard for aligning company and individual goals. I am also very amazed when finding out that OKRs is used to define the cornerstones for not only startup, small enterprise, but also for large-scale companies like Google, Linkedin, eBay, Booking.com, Zynga. Introduction OKRs should incorporate elements from both stretch and SMART goals, and also developed on the logic of MBO (Management by Objective). Google has been using OKRs effectively from the time they just small start-up until now worth more than 500 Billions of Dollars, and as Google Ventures’ Rick Klau puts it, “Google wasn’t Google” until they adopted the OKR practice. In fact, their implementation of OKRs has driven them into the incredibly successful company that they are today. When John Doerr brought OKR from Intel to Google, he conveyed the importance of specificity and making goals ambitious. That inspire and push Google out of their boundaries to reach the most excellent goal.
  • 7. What are objective and key results OKRs stands for Objectives and Key Results. It is a framework helping team member moving together in the right direction by defining and tracking objectives and their outcomes. Its principal goal is to identify company and team "objectives" along with the measurable "key results" that determine achievement of each objective. It should also come with a specific timeframe, and typically, this is a quarter 1 day Action Objective Tactics & Task 1 quater 1 year 5-10 years Objective 1 Objective 2 Objective 3 Key Result 1 Annual goal 1 Annual goal 2 Key Result 2 OKRs Strategic & Goal Mission & Vission Tatic 1 Tatic 2 4 3 2 1 Mission & Vission
  • 8. OKRs goal is often created by team and company to connect with the company's vision and mission. A team member may create an OKRs for him/herself, but that might not link with the company goal. OKRs is not like the other method, which only uses local top-down assignment. OKRs are visible for everyone, Top-down, bottom-up and cross-functionally. OKRs ensure everyone is moving toward and achieving the same result. An objective is what you or your team member want to accomplish. An objective must be significant, meaningful as well as aspirational to the company and team member. They should be linked, aligned and well supported by the entire organization. And It should also come with a specific timeframe, and typically, this is a quarter Primary results should be measurable, limited in number and implement timeframe. Example: Green 5 big cities by the end of March Example: building a green delivery machine that can plant 100,000 seed a day by December of 2017 What is objective? What are Key Result?
  • 9. The measurable is not quantifiable. That's two differences criteria. Example, "Launching a new product feature on June 10", that is 100% cannot be quantifiable. It's measurable because you can measure it can be delivered or not. However, if you set " Launching three new product features on June 10". It will be quantifiable and measurable. Keep the objectives at 3 to 5 key objectives of company, team or individual level. And five or fewer Key Results for each objective. OKRs not set by yearly, it should be determined by quarterly and communicate, agreed and contributed by all-hand of the company via the meetings. The company needs a dashboard to display all the OKRs to the team, individual or corporate level goal with an associated performance metric. Measurable vs Quantifiable How many OKRs, a company should have? How Should they be communicated?
  • 10. KPI vs. OKR Goal? Differences between OKRs and MOB, KPI
  • 11. Specific Measurable Relevant Time-boundAchievable What is the differences? KPI and OKR, MOB, all these methods are developed from the S.M.A.R.T goal: S M A R T However, the S.M.A.R.T Goal has evolved since the 30 years ago. Best practices are to create specific, measurable, achievable, relevant, time-related OKRS, but unlike a KPI, an OKRs goal will ask for ambitious, aspirational rather than just a standard Operational goal. A KPI goal set 100% at complete, but an OKRs goal achieving 70% can be counted successfully done. Companies may not alway reach their ambitious goal, but it helps to foster the great innovation by encouraging workers to push their limits.
  • 12. OKRs also benefit the organization with the transparency of the objectives; it shows everyone in the organization the team, individual in charge with the goals and where is the current process and how it contributed to the primary goals. Essentially, objectives are goals, but they are qualitative, ambitious and motivating. And each objective has a few key results that step in how to get there (just like key performance indicators). S.M.A.R.T
  • 13. Infographic the differences between the OKR and MBO MBO OKR Management by Objective By Peter Drucker By Andy Grove & intel team 1954 1970 Invented Vs Visibility 1 - 1 Employee & His Manager Public Public with the Company Objective and Key Results
  • 14. MBO OKR Management by Objective Objective and Key Results Mostly annually Determine the compensation Completion Completion Increase Operation Efficiency Quarterly, in some case even Monthly Frequency of Reviews Definition of Success Vs Purpose Infographic the differences between the OKR and MBO 100 % 60 - 70% 365
  • 16. Google is using OKR from the day they start up with the size of 40 employees until now is over than 6,000. That is the evidence for the proof that OKR is matching with all size of the team from the start-up, Small and Medium business to big Corporate. OKR is building on the five fundamental principles. Goal Alignment vertical alignment, horizontal alignment, and company mission Transparency working transparently with social reinforcement and recognition Performance-based frequent, measurable feedback and regular wins Flexibility to respond market change and adjust the company goal to react with the need Acceleration push your team to reach to limit and get greater achievement and encourage excellence
  • 17. Vision without execution is hallucination. Thomas Edison
  • 18. If you are… Enterprises It is a great contribution to the organization with many departments and locations. It is critical for all members of the teams - from top to bottom, across the functions - to be able to provide the feedback, communication, and input into the goal-setting process. By clarity, transparency and making all the Goal Objective visible to everyone in the organization, the recorded process of the goal operating and an aspirational goal will help to drive operational excellence. Google successfully used OKRs to grown from 40 to 60,000 employees. Small and medium business (SMB) It's difficult for a small or medium company to define the 12 months goals in the era of digital. Everything is changing rapidly. SMB needs a helpful tool to identify, evaluate and adjust very quickly to react to the market as well as help to determine the market fit or create the competitive advantage. OKRs is the excellent match with these needs. Service firm For the business that use to require an individual switch frequently between the project base like service or consulting firm. It is critical to provide a way to allowing the team member to follow up and support work being done by another member.
  • 20. is a multilayered process. However, the most important things when getting started with the initial step is setting the Objectives. Organization should ask individuals to set their OKRs Once OKRs are set, during the face-to-face meeting between managers and employees, OKRs are to be reviewed. Both parties need to build the time frame together to achieve the objective. The OKR must contribute to organizational goals - directly or indirectly. OKR From individual establishment, organizations bring it up to larger groups such as teams, departments to collect, discuss, negotiate and debate about the OKRs and time frame. Final, when achieving the negotiated agreement among all parties, the OKRs will be presented to everyone during all-hands. The key success of the OKRs is to keep team focusing only 4-6 objectives at one time with fewer than six key results for each objective. The focus will yield the best result for employee every level.
  • 21. Implementing OKRs, there are two pools of activity contributing to the success of the company which is: Operational Goal The organization sets Goal at company level such as product launching, customer acquiring, some employee retention, etc. Then they need to manage the metrics and timeframe to transfer it down to department/ team level goal objectives. Ambitious Goal On top of the operational goal, ambitious goal is the bigger picture of the idea how the company is going to change the world or leading market. These goals are set to make employees understand and have the concept how they will & can contribute to the company success via the company's ambitious goal objective. Both standard sets of the goal must be as measurable as possible and be aligned directly or indirectly with the business objective, example. By Achieving this [goal], I need to do this X, Y, Z. To keep all the Goal Objective visible, including the Operation Goal as well as an ambitious target in front of all your team members. When everything is clarified, and employees know well what’s expected of them, the team can move together in the right direction.
  • 22. Company OKRs Team OKRs Personal OKRs Personal OKRs Personal OKRs Personal OKRs Team OKRs Team OKRs OBJECTIVE KEY RESULT Clarity Velocity Qualitative, inspiring goal for a quarter - what you aspire to achieve Qualitative outcomes for the objective - what success looks like ACTIONS Alignment Execution required to achieve key results - what needs to be done INSIGHT Excellence Results and learning from execution - what we can do better
  • 23. Let take a look at some of the Example Objectives and Key Results (OKR) Objective Make money for Owners Key Results Win Super Bowl Fill Stands to 88% Football GM Objective Win Super Bowl Key Results 1. 200 Yd passing 2. No.3 in defense stats 3. AVG 25yd punt return Head Coach Objective Fill Stands to 88% Key Results 1. Hire 3 colorful players 2. Get 2 Monday night games 3. Highlight key players Head of PR Objective: 200 yd/game passing attack Key Results: 75% completion Offense Objective: 3rd ranked defense in NFL Key Results: Less than 100 yd passing per game Defense Objective: 25 yd punt return average Key Results: 3 blocked punts Special Teams Objective: Hire 3 colorful players Key Results: Visit top 25 colleges Scouts Objective: get 2 Monday night games Key Results: 5 ESPN special features News Staff Objective: Highlight key players Key Results: Hire 10 new cheerleaders Publicity Agent
  • 25. Frequency - timeframe for OKRs The timing for the OKR depends on the organizational state, strategy & culture. Some companies have set OKRs in monthly or six-week intervals, and others set the OKR by monthly, quarterly. For the company at early stage or startup, setting the OKR quarterly will be relatively long to test and find the market fit. It is also quite long for the company who operates on the project base that needs timely delivery. No matter how you are setting your OKR quarterly, monthly or six- week time, the organization will see more successful operation when moving from their yearly performance review to more common goal setting and evaluation. However, guiding employees on how to set, show the process, and get feedback on goals daily must be ruled by the organization.
  • 27. OKR is not a very new ideas, but it requires many practices to get used to the concept and successfully achieve results. Here is the common mistake when the organization implements OKR. - Too many OKRs or Key Results OKRs is not a to-do list of your organization. It helps you present and define your critical, top priorities. Focusing on less than 5. - Setting non-measurable Key Results How can you measure the effect without creating the measurable Key-Result? - Top-down approach OKRs do not waterfall. If you are looking for a top-down method like MOB, OKR is not for you. - Set it and just watch it Don’t treat your OKR like a new year’s resolution. OKRs need to be a part of the culture, need to be followed on a regular basis
  • 28. - Including task as a Key Results A Key Results is not something that you need to do; it’s the successful outcome of what you did. - Failure track weekly check-in Check-in is the top priority MUST DO of OKR. You can not fail on this. - No-owner There is must be one individual who own the accountable of the OKR. Objectives are usually performance based and not within control - Team Objectives are not synchronized The team has to communicate with each other when setting the OKRs, otherwise achieving alignment will be impossible.
  • 29. 10 facts that OKR will help your team achieve way more than you can imagine We all know Google using OKR since they only 40 peoples when they just start-up state. And they keep the routine until now with more than 6000 employees and value more than 500 Billion USD.
  • 30. - Mindset is the foundation for everything When you are small, and just start. That easy to align the mindset to your peers with the scale from 1-20, and 40-100. With the size of 2,000, it takes a lot more effort and time to roll out, many conversations to get your organization get used to, comfortable and master it. Small all easy to adjust and flexible to adapt than big. - Continuous review and changes your process With a small team, the most pros are you are very flexible, and thing happen real-time, a small team allowing use to continuing review and feedback the work, performance. It’s great chance to adjust and testing, improving your process and bone that can maximize the productivity. With OKRs, your team goal & key result alway visible to show are you on track, healthy, or your way is not work. - OKR create the inspiration of your top company goal to the team The visible of your big goal from the vision, mission into the quarterly goal helps all the executive and members have the ideas how they should set the tone and objective for their own OKR to align with the company goal. It creates the connect of the peer to the team and company. You can be like them, and here is the 10 reason why you should apply OKR right now into your team when you are small.
  • 31. - Show you the way how to get the goal You will never know are you reaching the goal or not when you don’t have a key to showing you which way to go and measure the success. When it clears, all your team need is to keep fighting and achieving it. - Show the reality Focus on the goal and how to achieving it critical but knowing exactly your reality also vital for your business. With early state, you don’t have much resources and time to waste. Away realize how far we are from the goal, what is our current process, is it excellent to push further or is it far away from the goal? - Focus create strength Since you are a startup, there will be various change your can pickup on the market, but sometimes these arising opportunities keep you away from your primary goal and make you fall into the wrong route. That could harm your business growing line. A small team can’t divide many workforces to focus differences goal that does not serve the primary objective. With OKR, it keeps all members of your team acknowledge and very crystal clear about what should concentrate and what is not matter and how to achieve it.
  • 32. - Transparency help to see where is the effort is duplicate Supporting team very clear communication and not overlap the work. OKR help you to kill the gap of the miss-communication. Imagine that you don’t need your team to pick up the phone every day to ask that are you working on that same objective? They just need to come to the OKR board to check the objective of the related member of the team to avoid the duplicate work. - Build discipline It could take 5-10 mins a week but save your months and year time. Some team just skip few minute of quick catch-up, check-in or report each other; they are saying that too much task to do or some member are not comfortable to open up what they are working. That is the very bad habit to your business. Without the update, you don’t know where is the process, how far you are from the team, orgazniation goal. Are you able to reach it or need to adjust, changing the way approach? OKRs check-in habit and transparency help you to highlight all the process. Give you the precise summary for your next move To have this data to analysis and keep adjusting monthly or weekly indeed will help your team have the best productivity effort to move in the right direction. For sure that you don’t want to spend 3-6 months and realize that you are not on the right path or team are not productivity like you are expecting.
  • 33. - Engaging & recognizing IWith clear & transparent the process, it’ helps you and your team recognize the effort and cheer up, applause, congratulate each other when achieving the goal. This such an energy to light up and motivate the team. Not only that, it helps to recognize yourself you are contributed to the big team as well. It reflects your work and own personal branding; you should cheer up yourself too. - Don’t make you fall into the trap of perfectionism On of the big of the failing point of the startup is because they keep trying the best to enhance the product in the wrong context. Why am I saying that? ⁃ Remember you are don’t have big resources, and material support. It’s mean having something delivered to the market will better than nothing. ⁃ Your setting goal alway can edit. And with the help of OKRs, you will not afraid that your team are not aware the adjusting and changing. SO don’t need to care about perfect your goal. Only one thing you need to do is making your team move in right direction.
  • 35. Like any transformation process in the world. The most arduous task for the organization is to start adapting, apply and maintain the OKR process. 1. Mindset It is all about Mindset and build up the routine as well as make sure your team understands the concept of OKR is all about your company goal for operation and ambitious, that's not Key Performance or a list of action to do. 2. Build the routine Teams always need the “OKR master” who fully understands the process, the benefit of the method and can help the team with difficulties when using it to be motivated and keep it on track. That person is often a chief executive, business leader, operating officer or human resources professional.
  • 36. 3. Misunderstand with the project management tool Most of the employee will complain about too many tool. And why they need to update this goal and check the goal dashboard and also need to update the project management tool as well? However, put it this way, you also get the complaint by many of employees that left your company because they don't understand your big goal too. Which one is more harmful? Of course, if the result that employee deliver and not align with company goal, you are not profiting anything further to reach your ambitious goal. And just 5-15 mins to update the process a week, is it worth to lost a whole year goal if everybody does not understand precisely what is needs and how to reach, measure the objectives?
  • 38. Goalify allows you to set the OKR at company, team and personal level, create the dependencies and link OKRs together. Hence, all the Goal are clarified and transparent; everyone can get the idea of how everything is connected to create the ultimate engagement. With transparency and simplicity in company- wide, your teams are easy to understand the expectation and the priorities or the organization. Furthermore, they also aware about their contribute to the big wheel success of the company. 1. Keep everyone engaged 2. Clear direction to every team and individuals Without clear goal direction, people use to get lost in of the daily task, the result not very related much with company Goal expectation and that causing the unproductivity & profitable of the business. Reduced the unrelated number of goal will create the focus in the organization and effort will be more effective. 3. Increasing productivity through goals focus
  • 39. Shorter goal cycles allow faster adjustments and better adaptation to change, increasing innovation and reducing risks and waste. 5. Agility The team will never misunderstand the expectation of the company with a clear and simplicity of the goal priority dashboard to as well as how they can contribute. 4. Clear communication
  • 40. About Goalify Goalify is a pioneer tool to let you increase your team engagement and helping your team move in right direction, focus on results that matter the most and reaching the most ambitious goal. Improve the culture and employee engagement. From HRM, culture engagement to Objective Key Results (OKR) Save time, Growth the business, United people www.goalify.plus
  • 41. Get it now! Save time, Growth the business, United people www.goalify.plus