This document provides an overview of Objectives and Key Results (OKRs), including: 1) OKRs are a goal-setting framework that cascades organizational objectives down through departments and individual goals, with quantifiable key results to measure success. 2) The framework originated at Google in 1999 and has since spread to other tech companies to drive performance through data-driven goals. 3) OKRs follow a process where objectives and key results are negotiated between managers and direct reports, with 60-70% achievement targeted each quarter through continuous feedback and learning.

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Objectives and Key Results

2. ● Management by objectives
● Quarterly cadence with annual for direction
● Cascading of organizational goals
● For everyone and visible to all
● Ambitious & a bit uncomfortable
● Measurable & assessed
What are OKRs

3. ● John Doerr presented it to Google in 99
● Immediate hit at Google
● Making performance data-driven
● Now popular in tech companies such as:
Google, Zynga, Return Path, Dropbox...
Where did it come from

4. ● Objective: Successfully present OKRs
○ KR: Finish on time
○ KR: Have everyone create an OKR
○ KR: Convince 50% to use OKRs
OKR for this presentation

5. ● CEO: Grow Business
○ VP Sales: Grow revenue to $2M
■ $1M in North America
■ Manager: $1M in Europe and Asia
○ VP Engineering: Launch mobile app
■ Hire 3 mobile developers
■ Launch mobile app in App Store
■ Have 100K users using new app by June
OKR example for Business

6. What is your high-level objective?
● Objective:
What measurable results indicate success?
○ KR 1:
○ KR 2:
○ KR 3:
Create an OKRs

7. ● Alignment and business performance
● Accountability and focus
● Visibility and communication
● Engagement and motivation
● Establishes indicators of success
Why OKRs

8. ● Org > Department < > Group < Individual
● 1:1 meetings to negotiate OKRs
● 50% bottom up and no dictating
● Maximum 5 Objectives with 4 KRs
● 60-70% achievement target
● Set before the start of the quarter
How to do OKRs

9. ● Score after end of quarter
● Sore KRs for 0-1 or 0-100%
● Average of KRs result in objective score
● Can roll up to evaluate performance
● Not for employee performance reviews
● Learning focus and feedback
Scoring OKRs

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