This document discusses Objectives and Key Results (OKRs), a goal setting framework where organizations define objectives and their measurable outcomes. It originated from Andy Grove at Intel and was introduced to Google by John Doerr. OKRs comprise qualitative objectives and 2-5 quantitative key results to measure progress. Unique aspects include use by organizations of all sizes, short goal cycles, public transparency, and bidirectional goal setting. Implementing OKRs can provide agility, alignment, reduced goal setting time, employee engagement, autonomy, accountability, focus, bolder goals. Potential pitfalls to avoid include lack of alignment, inconsistent expectations, overfocus on metrics, and directly linking to evaluations/compensation.

1. 1
Objectives and
Key Results
Presenter name to come
OKR

2. What is OKR?
Objectives and Key Results | Goldin Jose 2
‘Objectives and Key results’
is a goal setting framework for defining and tracking
objectives and their outcomes

3. Where it started?
Objectives and Key Results | Goldin Jose 3
Andy Grove –
Father of OKR
First used –
Intel
John Doerr –
Introduces to Google

4. Who all are using?
Objectives and Key Results | Goldin Jose 4

5. Comprises of
Objectives and Key Results | Goldin Jose 5
Objectives Key Results
 Qualitative description of goals
 Short, inspirational and engaging
 Should motivate and challenge team
 Set of metrics to measure progress towards
objective
 2-5 key results for each objectives

6. Example
Objectives and Key Results | Goldin Jose 6
Objectives Key Results
 Create an awesome customer experience  Improve Net promoter score from X to Y
 Increase Repurchase rate from X to Y
 Maintain customer acquisition cost under Y

7. What is unique about OKR?
Objectives and Key Results | Goldin Jose 7
Used by organizations of all size
Shorter goal cycles
OKR is public to all levels
Nested cadences
Bidirectional goal setting
OKR

8. How it will benefit?
Objectives and Key Results | Goldin Jose 8
Agility
Alignment and
cross-functional
cooperation
Reduce time
for setting goal
Employee
engagement
Autonomy and
Accountability
Focus and
discipline
Bolder
goals

9. How to implement
Objectives and Key Results | Goldin Jose 9
Communicate about
OKR Choose a tool
Organize
OKR
Set company
OKR
Set team
OKR
Evaluate
OKR
Review
OKR
Set individual
OKR

10. Potential pitfalls to avoid
Objectives and Key Results | Goldin Jose 10
Lack of alignment
across an individual,
team & company goal
Inconsistent
expectations across
different teams
Focusing too heavily
on the metres
Linking OKR, to
performance
evaluations and
compensations

11. Thank You