Objectives and Key Results (OKR)

Objectives and Key Results (OKR): Effective goal setting for companies

Objectives and Key Results (OKR) is a powerful framework for goal setting and performance evaluation that aims to actively involve employees in achieving goals. By combining ambitious goals (Objectives) and measurable results (Key Results), OKR helps organizations to clearly define their visions and improve performance.

What are Objectives and Key Results?

OKR is a structured method that divides business goals into two main components:

• Objectives: Ambitious and motivating objectives that describe the desired outcome but are not necessarily quantitatively measurable.
• Key Results (Results): Specific, measurable indicators that represent progress and success in achieving objectives. A key result is considered achieved when at least 70 percent of the target value has been achieved.

The method combines top-down and bottom-up approaches: 40 percent of the goals are set by management, while the remaining 60 percent are set by employees. This promotes identification with company goals and increases team motivation.

How do OKR work?

OKR is based on a clear structure and flexibility:

• Limited quantity: A maximum of five objectives are defined per organizational level, and each objective includes up to four key results.
• Transparency: All employees have access to the OKRs of the entire organization, including management.
• Self-organization: Promoting personal responsibility and adaptability.
• Continuous improvement: Through regular review and adjustment of goals in short cycles.

The origin of the OKR method

The OKR method was developed in the 1970s by Andrew Grove at Intel, who further developed the original “Management by Objectives” concept. OKR was introduced to Google by John Dörr at the end of the 1990s and has since established itself as an effective method in many successful companies.

What is the OKR cycle?

The OKR cycle is dynamic and takes place every three months:

• OKR Planning: At the beginning of a cycle, goals are set at all levels of the organization.
• Weekly OKRs: Weekly meetings to discuss progress.
• OKR recension: The results are evaluated at the end of each quarter.
• OKR retrospective: Reflection and learning from experience to continuously improve the process.

Objectives and Key Results vs. other management methods

OKR is significantly different from other methods:

• Balanced Scorecard (BSC): While BSC defines long-term goals over the year, OKR enables shorter, more regular reviews.
• Management by Objectives (MBo): In contrast to MBo, where goals are usually set top-down, OKR offers greater employee involvement and motivation through a mix of top-down and bottom-up approaches.

Formulating OKRs: 3 specific examples

Examples of OKRs illustrate how specific goals and measurable results can contribute to achieving goals. These examples show how organizations can improve their performance through precise objectives in various areas such as marketing, sales, and customer service:

Objective Key Results Marketing 📈 1st publication of 15 blog posts per quarter
2. Increase social media followers by 10% by the end of the quarter
3. Conducting 3 webinars with at least 100 participants each sales 💼 1. Reducing the average sales cycle time from 60 to 45 days
2. Increase the closing rate of offers by 20%
3. Increase revenue per salesperson by 15% customer service 🛠️ 1. Reduce average response time to customer inquiries to less than 2 hours
2. Increase customer rating to 4.8 stars or higher
3. Reduce the number of unresolved support tickets by 30%

conclusion

OKR is more than a method for setting goals; it is a transformative tool that helps companies focus on their core goals and achieve them efficiently. With its transparent and flexible structure, OKR promotes employee motivation, reduces employee turnover and optimizes corporate management.