https://www.wrike.com/blog/tag/okr/ - OKR (Objectives and Key Results) is a planning and goal setting technique made famous by Intel and Google. OKRs represent aggressive goals and define the measurable steps you’ll take towards achieving those goals. This presentation walks you through why and how you can use OKRs to power your business.

1. Harness the Power of
OKRs for Your Business

2. What are OKRs?
OKR stands for Objectives and Key Results, a planning and
goal setting technique famously used by Google, Intel,
LinkedIn, and other top companies.
OKRs define ambitious goals and the measurable steps you can
take towards achieving them.
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3. Sample OKR
Objective: Become the #1 rated iOS Photo Editing App
Key Result 1: Conduct survey to identify 10
most-requested features
Key Result 2: Launch 5 of the most
requested features by Dec 30
Key Result 3: Conduct 10 user tests to
identify UX issues
Key Result 4: Show 50% improvement in
UX satisfaction via customer survey
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4. OKRs are:
1. Ambitious.
Your OKRs should make you a
little uneasy. Think big and set
aggressive goals, and be
satisfied if you hit 60 – 70% of
your target.
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5. 2. Measurable.
Dates, percentages, dollar amounts — every Key Result needs
to have a number attached to it so progress is measurable.
OKRs are:
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6. 3. Shared.
The entire company should
be able to see everyone
else’s OKRs, not just
managers or executives.
This promotes clearer
communication and
collaboration between
individuals and
departments.
OKRs are:
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7. 4. Graded.
Use your results data to
grade each KR on a scale
from 0 – 1. (If your KR was
to speak at 6 industry
events and you spoke at 3,
your grade is 0.5.) You can
then average your grades
for an overall Objective
grade.
OKRs are:
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8. While OKRs are set at the company, team, and
individual levels, they should all connect to each
other and support overarching goals.
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9. Company Objective: Increase brand recognition and awareness
Key Result 1: Increase media engagement by 20%
Key Result 2: Launch customer referral program by September 1
Key Result 3: Expand thought leadership by placing articles on 4
industry sites with 30,000+ Alexa
Marketing Team Objective: Increase social media engagement 35%
Key Result 1: ID & Establish relationships with 25 Instagram influencers
Key Result 2: Respond to new Facebook comments within 3 hours
Key Result 3: Increase followers on Facebook and Twitter by 20%
Individual Objective: Increase # of social media connections 25%
Key Result 1: Establish presence on two new sites: LinkedIn & Instagram
Key Result 2: Join 5 LinkedIn Groups with at least 2,500 members each
& comment on 10 most popular discussions in each group
Key Result 3: Gain 100 Instagram followers by posting 5 photos/week
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10. Step 1: Employees submit OKRs they think their department should
prioritize. Team objectives are set collectively.
How does it work?
Step 2: Employees set individual OKRs to
reflect company and department goals,
then meet with managers to negotiate
specifics.
Step 5: Use lessons learned to inform your next OKRs.
Step 3: Hold a mid-quarter check-in to
share progress and make any
adjustments.
Step 4: At the end of the quarter, grade OKRs and
report results.
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11. Why Should You Use OKRs?
Every decision is made
with this question in
mind: will this get us
closer to our main
objective, yes or no?
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1. OKRs promote discipline and focus.

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Since all OKRs are based in numbers, you can quantify
just how far you’ve come towards reaching your goals.
2. OKRs allow for clear, measurable progress.

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Because OKRs are public company-wide, they
promote transparency, clearer communication,
and better teamwork.
3. OKRs promote collaboration

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They can see exactly how their individual efforts
contribute to high-level company progress.
4. Everyone knows the top priorities.

15. Tip: Focus on Select Objectives
Don’t have more than 5
Objectives with 4 Key
Results each. Otherwise
you’ll stretch yourself too
thin and won’t make real
progress.
Don’t bite off more than
you can chew!
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16. OKRs are not for performance evaluations. If you set an
aggressive goal and don’t meet it, you aren’t punished, nor are
bonuses given for meeting or exceeding OKRs.
OKRs should encourage your team to be bold. Make it clear to
your entire team exactly how OKRs fit into the big picture.
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Tip: Avoid Needless Anxiety

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Click to learn how to integrate OKRs
with your company’s process
What’s your next step?
You’ll find:
✓ All the nitty-gritty details on OKRs that you’ll need.
✓ Implementation tips from Silicon Valley tech giants.
✓ A step-by-step guide to lead your team through the
OKR process from start to finish.