Objective Key Results
OKR ==> Objective + Key Results
OKRs combine a goal and metric to determine a measurable outcome.
We can divide an OKR into Objective and Key Results.
Let's talk about each of them:
Objective(O): It defines what needs to be achieved and describes the desired outcome.
Key Results(KR): The measurable outcome that defines when the objective has been met. It defines how you will measure the outcome of your objectives.
Example;
. Increase in customer retention
. Improve the employee onboarding process
. Achieve a 90% customer satisfaction rating by the end of the first quarter.
OKRs Level
1. Company/Organizational level
Updated on annual basis and help organization direction to go
2. Project level
Needs to align with and support both company and department-level OKR.
3. Department/Team
In most companies’ OKR programs, departments are not in silos that can operate without the support of other teams. In fact, you’ll find that many key results cannot be owned and executed by one department. Instead, you’ll need individuals from various departments to help fulfill a specific key result.
Achieve your goals with OKRs
Set OKR to measure progress:
Communicating and tracking OKRs
- Share your OKR with your team: Once you have created OKRs for your project, it's important to communicate to your team so that everyone knows how to focus and align their efforts.
- Assign owners: Assign an owner to every key result so that everybody knows who's responsible for what.
Measuring Progress
- Determine how you will score your OKRs
You can score your OKRs with :
. Percentage of objective completed ( 25%,50%,75%,100%)
. Traffic light (Red: Undone, Green: Done, Yellow: Doing)
. Yes/No method
. Graded 1 or 0 ( 1: Done, 0: Undone)
- Schedule checkpoints: It's important to regularly communicate the status of project OKRs with your team and your senior managers.
OKRs can help you define and measure your project's success criteria.
Try to set OKR for yourself:
OKRs Scorecard
OKR grading scale:
