In 2019, we spent six months with Google’s Indie Games Accelerator program in Singapore, where we got trained to use OKRs — a management framework for setting goals and priorities. This was the first time we had known this method. Since adopting OKRs, we’ve been more efficient in planning and creating a more stable process for our business. We’d like to share our experience with you.


The acronym OKR stands for goals and key results and is a popular management technique and tool to help companies focus and implement strategies. Andy Grove pioneered and introduced the idea during his tenure at Intel. John Doerr, who attended a course at Intel taught by Andy Grove, introduced the concept at the start of his investment to Google. Doerr is an ardent supporter of the OKR concept itself.


OKR’s improves focus on better team alignment, transparency and accountability; it helps a company achieve its goals by assisting team members formulate their own goals and take action. It’s a powerful way to keep your team aligned with the company’s goals and roadmaps.


OKR helps different companies because it helps them communicate the corporate strategy to their team members in a workable and quantifiable way. It allows them to move towards production and results-oriented working methods.

The concept follows a few rules to ensure that team members learn to prioritize, focus, align and scale the results of their tasks and responsibilities. The main components of an OKR are objectives and key results. Critical results are described as targets and can be measured.


The benefits of the OKR targeting process are apparent, given the list of companies that use OKR – Adobe, Google, and Netflix have all implemented OKR with astounding success. In an interview with Harvard Business Review, John Doerr said there are five key benefits of OKR.

The target and key results model is a powerful way to express a company’s goals. It helps develop a mission and vision, helps engage employees and brings the ultimate OKR to the surface – the company’s top priorities.


Whether office operations, fundraising or personal goals, OKR keeps people up to date by focusing on action-oriented goals and monitoring every step of the way. In this way, teams can focus on more significant stakes and achieve more than they thought possible, even if they do not achieve the stated goal.


Various objectives accompany the journey, revise and explain using OKR, which differs from other targeting techniques to set ambitious goals. The framework of objectives and results is an instrument for setting objectives that can be applied to just about anything.


There are many ways an organization can set goals and pursue results, but an OKR is a goal that can be achieved in today’s fast-moving and growing world.


When discussed and approved by managers, employees play an active role in the goal-setting process and support the company’s goals. The actual result of an OKR makes it more effective because it breaks the targets down into smaller steps. It defines and makes it easier for employees and their managers to track progress.


Involving employees in the process and empowering them to decide on appropriate targets and metrics will motivate them to achieve them. Decoupling the OKR makes targets more achievable and reduces stress when employees feel that specific indicators or targets are challenging to achieve.


For each goal, the team decides on many different key results and relevant indicators. This is what success looks like, for example, when you achieve 75% or more of a measurable goal.


Besides, your people will lose focus and become disconnected. Connect your employees to your mission: Connect your employees to your corporate mission’s work, which will affect their performance and results.


Align your business with OKR goals: Inform everyone how they can align their work with your company’s top business objectives. Create clarity and focus: Everyone should know their defined goals for the company to focus on the things that matter. Have more than 3-5 goals per quarter and 1-3 key results per goal.


This model improves engagement and provides a better understanding of the strategy. Tactical OKR coordinates the corporate strategy with the other teams.

The philosophy behind OKR is that if a company can achieve 100% of the goals, they are easier to achieve. In a typical company, 60% OKR is determined by a bottom-up agreement between managers.

The OKR is a project management level for initiatives. It is a strategic link between strategy (vision, mission, medium-term goals) and operations (tasks, activities, projects).


The tactical cadence of a short-term OKR for a team is quarterly. Strategic cadence at the higher level is a long-term OKR, with an OKR taking place annually. The operational cadence is an OKR tracking result of an initiative that takes place weekly. OKRs should be understood to mean that strategies and tactics are different and that natural tempi and tactics tend to change.

Organizations can also set individual KPIs at the corporate or team level to measure specific outcomes such as profit, revenue, NPS, etc. The OKR is a short-term goal that organizations consider essential to ensure that all KPIs are met and remain healthy.


The most important results are quantifiable goals and values that measure progress towards a goal. Significant results expressed as measurable milestones that describe progress towards the goal. An OKR is the start of a cycle in which team management sets goals, considers results, discusses lessons, and takes environmental changes into account.

Some companies communicate their annual targets in the form of targets and key results (OKRs). These goals are beneficial to the entire organization and must be implemented to be successful. It is common practice to break them down into quarterly targets to focus better and implement them.

Objectives and Key Results (OKRs) are gaining popularity due to their focus on implementation. Employees must understand what drives the company.

Original Post