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OKR
explained in
10 slides
By Marshall King @marshallgking www.align.work
OKR = Objectives and Key Results
It’s a way for an individual, a team or a
company to stay focused and work towards
important objectives
By Marshall King @marshallgking www.align.work
Objective
An inspirational statement describing the state of affairs at some point in the future
Key Result
A measure that defines whether progress has been made towards the Objective.
An OKR
By Marshall King @marshallgking www.align.work
Purpose and Vision
Purpose
A statement explaining what the company, team or
entity is for and why it exists
Vision
An holistic description of how the company, team or entity
will look at some point far in the future
By Marshall King @marshallgking www.align.work
Alignment
Purpose
Vision
OKR 1 OKR 2 OKR 3
OKR1a OKR1b OKR1c OKR2a OKR2b OKR3a OKR3b
Company
Team
OKR OKR OKR OKR OKROKROKR OKR OKR OKR OKROKR
Individual
OKRs align to the entity
Purpose and Vision
By Marshall King @marshallgking www.align.work
Vision - 2018
Timing
Purpose
2018
Q1 Q2 Q3 Q4
OKR1
OKR2
OKR3 OKR4
OKR1a
OKR1b
OKR1c
.
.
.
Company
Teams
OKR2a OKR2b
.
.
.
Engage the teams to
prioritise and schedule
the OKRs to move
closer to the Vision
You can’t do everything
at the same time
By Marshall King @marshallgking www.align.work
Defining your OKR
Objective - describe what you want to achieve and by when
Key Result – describe how you’ll measure your achievement
Objective abandoned
Describe a poor outcome in terms of the KR
Describe outcome with some progress in terms of the KR
Describe the expected outcome of the KR
Describe a good outcome of the KR
Describe a great outcome of the KR
0
1
2
3
4
5
Key Result Outcomes KR Score
OKR Description
Describe the
OKR carefully
Decide how you
will score the
Key Result
By Marshall King @marshallgking www.align.work
Example OKR
Launch our business into the USA Market by end of Q1-2018
Delivery of a US legal entity, with staff, initial proof of concept sales, and clear
path to profitability measured in terms of sales pipeline
Plan was abandoned
US legal entity + run from UK + no local staff or sales completed
US subsidiary formed + run from UK + local manager hired + £0 sales completed + sales
pipeline >£50k in place
US subsidiary formed + local manager in place + sales >£10k completed + sales pipeline
>£50k in place
US subsidiary formed + local team hired, sales >£30k completed + pipeline >£100k exists
US subsidiary formed + local team hired + sales >£50k completed + pipeline >£100k exists
0
1
2
3
4
5
Good Key
Result Scores
help define
lower level
OKRs
By Marshall King @marshallgking www.align.work
Key Result Outcomes KR Score
OKR Description
Check In
Q1
Achievements since last check in (optional)
Next steps (optional)
Progress blockers (optional)
Estimated OKR Score at end of period, 0-5 (mandatory)
Reasons for change in estimated OKR score (mandatory)
Timing
Structure
Improvement opportunities (optional, private)
Drives focus,
helps senior
management
remove blocks,
great for 1-1
coaching
By Marshall King @marshallgking www.align.work
Check In
Reporting
Reveals areas needing more
resource or attention, reduces
risk of surprises, highlights
opportunities for commendation
By Marshall King @marshallgking www.align.work
Best practise
OKRs are public
Everyone should be able to see everyone else’s
OKRs. This promotes teamwork, communication
and cross functional understanding.
Don’t have too many at the same time
Having too many OKRs at once reduces focus.
If you need to include more OKRs, push them
forward to start in the next period.
Make Check Ins a non-negotiable habit
Check Ins drive continued focus, and let the
organisation know where extra resources might be
needed. Also superb for coaching and development.
OKRs must be measurable
Pick a Key Result for each Objective. If there is
more than one Key Result required to assess
success, break the Objective down to two
contributing Objectives, each with one Key Result.
OKRs should be stretching
Once the process is bedded in, work on having more
stretching OKRs. Research shows that staff are more
energised by challenging targets.
OKRs scores should not impact remuneration
Making OKR Scores a component of
remuneration reduces incentive to set stretching
goals, which is one of the key benefits of the
OKR program.
By Marshall King @marshallgking www.align.work
Align.Work assists companies with OKR implementation. See www.align.work for more information
Make an impact : Take responsibility : Have high standards : Continually learn and improve
A correctly managed OKR program will
engage and motivate staff to be happier,
work smarter and deliver more value to
your business.
By Marshall King @marshallgking www.align.work

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OKR explained in 10 slides

  • 1. OKR explained in 10 slides By Marshall King @marshallgking www.align.work
  • 2. OKR = Objectives and Key Results It’s a way for an individual, a team or a company to stay focused and work towards important objectives By Marshall King @marshallgking www.align.work
  • 3. Objective An inspirational statement describing the state of affairs at some point in the future Key Result A measure that defines whether progress has been made towards the Objective. An OKR By Marshall King @marshallgking www.align.work
  • 4. Purpose and Vision Purpose A statement explaining what the company, team or entity is for and why it exists Vision An holistic description of how the company, team or entity will look at some point far in the future By Marshall King @marshallgking www.align.work
  • 5. Alignment Purpose Vision OKR 1 OKR 2 OKR 3 OKR1a OKR1b OKR1c OKR2a OKR2b OKR3a OKR3b Company Team OKR OKR OKR OKR OKROKROKR OKR OKR OKR OKROKR Individual OKRs align to the entity Purpose and Vision By Marshall King @marshallgking www.align.work
  • 6. Vision - 2018 Timing Purpose 2018 Q1 Q2 Q3 Q4 OKR1 OKR2 OKR3 OKR4 OKR1a OKR1b OKR1c . . . Company Teams OKR2a OKR2b . . . Engage the teams to prioritise and schedule the OKRs to move closer to the Vision You can’t do everything at the same time By Marshall King @marshallgking www.align.work
  • 7. Defining your OKR Objective - describe what you want to achieve and by when Key Result – describe how you’ll measure your achievement Objective abandoned Describe a poor outcome in terms of the KR Describe outcome with some progress in terms of the KR Describe the expected outcome of the KR Describe a good outcome of the KR Describe a great outcome of the KR 0 1 2 3 4 5 Key Result Outcomes KR Score OKR Description Describe the OKR carefully Decide how you will score the Key Result By Marshall King @marshallgking www.align.work
  • 8. Example OKR Launch our business into the USA Market by end of Q1-2018 Delivery of a US legal entity, with staff, initial proof of concept sales, and clear path to profitability measured in terms of sales pipeline Plan was abandoned US legal entity + run from UK + no local staff or sales completed US subsidiary formed + run from UK + local manager hired + £0 sales completed + sales pipeline >£50k in place US subsidiary formed + local manager in place + sales >£10k completed + sales pipeline >£50k in place US subsidiary formed + local team hired, sales >£30k completed + pipeline >£100k exists US subsidiary formed + local team hired + sales >£50k completed + pipeline >£100k exists 0 1 2 3 4 5 Good Key Result Scores help define lower level OKRs By Marshall King @marshallgking www.align.work Key Result Outcomes KR Score OKR Description
  • 9. Check In Q1 Achievements since last check in (optional) Next steps (optional) Progress blockers (optional) Estimated OKR Score at end of period, 0-5 (mandatory) Reasons for change in estimated OKR score (mandatory) Timing Structure Improvement opportunities (optional, private) Drives focus, helps senior management remove blocks, great for 1-1 coaching By Marshall King @marshallgking www.align.work Check In
  • 10. Reporting Reveals areas needing more resource or attention, reduces risk of surprises, highlights opportunities for commendation By Marshall King @marshallgking www.align.work
  • 11. Best practise OKRs are public Everyone should be able to see everyone else’s OKRs. This promotes teamwork, communication and cross functional understanding. Don’t have too many at the same time Having too many OKRs at once reduces focus. If you need to include more OKRs, push them forward to start in the next period. Make Check Ins a non-negotiable habit Check Ins drive continued focus, and let the organisation know where extra resources might be needed. Also superb for coaching and development. OKRs must be measurable Pick a Key Result for each Objective. If there is more than one Key Result required to assess success, break the Objective down to two contributing Objectives, each with one Key Result. OKRs should be stretching Once the process is bedded in, work on having more stretching OKRs. Research shows that staff are more energised by challenging targets. OKRs scores should not impact remuneration Making OKR Scores a component of remuneration reduces incentive to set stretching goals, which is one of the key benefits of the OKR program. By Marshall King @marshallgking www.align.work
  • 12. Align.Work assists companies with OKR implementation. See www.align.work for more information Make an impact : Take responsibility : Have high standards : Continually learn and improve A correctly managed OKR program will engage and motivate staff to be happier, work smarter and deliver more value to your business. By Marshall King @marshallgking www.align.work