This document discusses OKRs (Objectives and Key Results), a framework for setting goals and measuring progress. It emphasizes the importance of aligning employees by focusing collective efforts on measurable priorities that further business objectives. Regular check-ins are recommended to keep teams on track, address challenges early, and promote goal attainment. Studies show interventions that increase progress monitoring can boost performance and behavior change.

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Easily set clear business objectives, align your teams, focus
everyone on what matters, track progress,
and drive great results.

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NEW 2017-2018 Expert Series
Introduction to OKR Goals:
“OKRs 101”
(Pronounced: A-Team)
for OKR Goals & Ongoing
Performance Management#1

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OKRs is a critical thinking
framework and ongoing discipline
that seeks to ensure employees
work together, focusing their
efforts to make measurable
contributions that drive the
company forward.
Source:Objectives & Key Results, PaulR. NivenandBenLamorte

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™
Clear objectives align everyone at your
company and focus collective effort on
what really matters so that you can
achieve your top corporate goals.

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World’s Best Companies Set & Track OKR Goals

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How Using OKRs Impacts Your Company
• 74% - higher performance and results
• 76% - improved employee engagement
• 80% - better “manager effectiveness”
• 83% - employees clearly know top priorities
• 92% - better company-wide alignment
• 95% - more transparency, and…
• 97% - employees work harder when colleagues can see their goals
Sources: customer surveys; industry analysts, public surveys and research

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Timeline: If Setting OKR Goals For the 1st Time Ever, It May
Take Even a Few Months To Plan and Socialize Internally
…But If You Do It Once, the Next Time Can Be In Just a Few Days

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Annual Goals > Quarterly Objectives > KRs
2017
Annual Goal 1
Q1
Q1 Objective 1
KR1
Projects 1 Projects 2
Tasks 1,2,3,4,5 Tasks 1,2,3,4,5
Tasks 1,2,3,4,5 Tasks 1,2,3,4,5
KR2 KR3
Q1 Objective 2 Q1 Objective 3
Q2 Q3 Q4
2016
Annual Goal 22016
Annual Goal 32017
Annual Goal 4
Q1 Objectives
(the “What”)
Q1 Key Results
(the “How / Measures”)
Projects/Tactics
(the “Initiatives”)
Tasks
(the “Activities”)
Tasks are not goals – your team’s
activities are not measurable results

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Goal Alignment & Goal Cascading

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We Want to:
{Objective}
as measured by this set of KRs:
{1. Key Result}
{2. Key Result}
{3. Key Result}

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Goals are NOT Tasks!
Task vs. Project vs. Goals
• A task (a “to do”) is something that you do (i.e. tasks are just “activity”)
• A project is an initiative – to complete your project, you have to do
various tasks
• A goal is the OUTCOME or RESULT that you need to achieve. You
usually have to complete a combination of projects in order to attain your
goal.

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“Never mistake activity for results.”
- Lou Gerstner, former CEO of IBM and RJR Nabisco
(Credited with turning around IBM’s fortunes)
Image Source: Forbes

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Focus:
We must realize—and act on the
realization—that if we try to focus on
everything, we focus on nothing. A
few extremely well-chosen objectives
impart a clear message about what we
say “yes” to and what we say “no” to.
Source: High Output Management, Andy Grove, p.111

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Start Every Team Meeting With Goals
• How is your progress
on your top goals?
• Do you think you’re on
track overall?
• What are the small
wins you’re proud of?

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Identify Problem Areas Early
• Where are you stuck?
• What are the
bottlenecks where I
can help you?
• What goals are “At
Risk” (in the red)?
• How can I help you
attain these goals?

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The key is to set and use
OKRs frequently.

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Source: APA - http://psycnet.apa.org/?&fa=main.doiLanding&doi=10.1037/bul0000025
2016 Research
A random effects model revealed that, on average,
interventions were successful at increasing the
frequency of monitoring goal progress …
promoted goal attainment...
Moderation tests revealed that progress monitoring
had larger effects on goal attainment when the
outcomes were reported or made public, and
when the information was physically recorded.
Taken together, the findings suggest that
monitoring goal progress is an effective self-
regulation strategy, and that interventions that
increase the frequency of progress monitoring
are likely to promote behavior change.

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You MUST Do
Weekly
Progress Check-Ins
(it’s only 5-10 mins)

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8 Benefits of Regular and Weekly Check-Ins
1. Know your progress regularly and avoid surprises
2. Identify obstacles before they blow up into big problems
3. Address changes and course-correct early on
4. Keep employees laser-focused on what matters
5. Encourages interaction between managers and employees
6. Recognition of good performance
7. Address any performance challenges in real-time
8. Coach and train employee skills based on real results

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Source: HR Technology Disruptions in 2016,Bersin by Deloitte,Josh Bersin

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Goals are combined
with Employee Feedback
to increase performance
(& Employee
Engagement in their work
at your company).
Source: Gallup – Employees Want a Lore More from their Managers

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FREE eBook: Go to our RESOURCES page:
https://www.atiim.com/resources/

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About Atiim Inc.

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Atiim is an enterprise goals and performance management platform
that transforms the way organizations and their people align and
revolutionizes how companies work to achieve maximum
performance and stellar results.
Our mission is to make mid-market companies more:
aligned, competitive, effective and successful.
(Pronounced: A-Team)
for OKR Goals & Ongoing
Performance Management#1

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FREE OKR Infographic:
Go to our RESOURCES page:
https://www.atiim.com/resources/

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FREE “The Definitive OKR Guide”:
Go to our RESOURCES page:
https://www.atiim.com/resources/

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Easily set clear business objectives, align your teams, focus
everyone on what matters, track progress,
and drive great results.