This document discusses how to make OKRs more specific, measurable, attainable, relevant and time-bound (SMART) to improve focus and coordination among teams. It recommends defining objectives and key results that are clear, quantifiable, regularly reviewed, and can integrate strategic goals across an organization. A case study example shows how applying SMART guidelines to OKRs can clarify responsibilities, dependencies and expectations to better connect work to overall objectives.

1. SMART OKR
William Chin 陈伟雄
Talent and Organization Development Director
⼈人才与组织发展总监
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2. Agenda
• OKR Overview
• SMART OKR
• Case Study
• Q&A
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3. Busy for
Nothing
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Without OKR

4. olegdudko@123RF Stock Photo
Keeps You and
Your Teams
Focused
OKR

5. SMART OKR
Team In Sync & On Track
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6. Defining OKR
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7. Purpose of OKR
The Objective sets the
direction and defines
where you need to go…
The Key Results defines the
results to let you know if you
are meeting your Objectives.
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Enables a company to set strategic plans and
to align goals throughout the organization

8. Basic OKR Guidelines
Manageable
• set 4-5 objectives
• with objective having 3-4 key results
Quantifiable
• key results must be measurable with specific targets
Review Regularly
• set objectives on an annual basis
• review key results quarterly
Use Key Results to check progress and
to adjust actions to achieve the Objectives

10. 上传下达
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11. SMART OKR
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12. OKR

13. OKR + SMART
S MR T
A
S
Drill down to actionable,
attainable detail.
Especially useful for new
team, junior team
members.
More “realistic” if
there is a specific
owner for the
tactics and results.
Break down to
weekly or monthly
due dates. Easier
to track progress
and make
adjustment
towards objective.
User-friendly
measure with traffic
light status
Much more specific with
key results and sub-task
identified. Minimizes
ambiguity.
Aspirational - for
senior level and/or
experienced teams.

14. • Clarified responsibility and deliverables
• Discussed and documented dependencies
• Identified overlaps and gaps
• Understood leader’s expectations
A Case Study

15. A Case Study

16. • Clarified responsibility and deliverables
• Discussed and documented dependencies
• Identified overlaps and gaps
• Understood leader’s expectations
A Case Study

17. Summarizing
SMART OKR
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18. •Creates partnership throughout the
organization
•Integrates shared goals across functions
•Generates support by the leadership
and team member
SMART OKR
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Connecting the Dots

19. •Weekly / Monthly / Quarterly progress review
•Adjust business processes to meet key
results
•Provide training to enable teams to achieve
objectives
SMART OKR
Disciplined Approach
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20. Information contained within is the opinion of the author and not that of my employer
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