Keep your employees Focused, Motivated and Aligned. OKRs make workflow transparent, synchronized between teams and concentrated on the common goal
Our OKR Book includes all the things you need to know about OKR, answers to common questions and comments from seasoned HR-consultants. It will help you understand the OKR framework and how to implement it in your company.
2. OKR (Objectives and Key Results)
is a objective process used by Google, Spotify, Zalando, Twitter, LinkedIn and many more. It is a
simple tool to create alignment and engagement around measurable objectives.
This is the OKR framework
The big difference from traditional planning methods
OKRs are frequently set, tracked, and re-evaluated – usually quarterly. OKR is a
simple, fast-cadence process that engages each team’s perspective and creativity.
Creating alignment in the organization is one of the main OKR benefits.
The goal is to ensure everyone is going in the same direction,
with clear priorities, in a constant rhythm.
OKR system is not only for digital companies.
Walmart, Target, The Guardian, Dun and Bradstreet,
and ING Bank are also using OKR.
3. • 3-4 Objectives max per level
(e.g. per company / department / person)
• 2-5 Key Results max per Objective
• Objectives are ambitious and should feel somewhat
uncomfortable
• Key results are measurable and should be easy to
grade with a number (Google uses a scale of 0 – 1.0)
Steps to successfully set up
goals with OKR
4. • OKRs are public so that everyone in the organization
can see what others are working on - this promotes
cross functional alignment
Steps to successfully set up
goals with OKR
• The “sweet spot” for an OKR
grade is 60% – 70%; if someone
consistently fully attains their
objectives, their OKRs aren’t
ambitious enough and they need
to think in a larger scale
5. • Low grades should be viewed as data to help refine
the next OKRs
• OKRs are not synonymous with employee evaluations
• OKRs are not a shared to-do list
• Follow up with weekly, monthly and quarterly
check-ins. This is very important, and pls do not forget
“1-1s”
Steps to successfully set up
goals with OKR
6. Also:
• Shorter cadence fosters agility.
Set a substantial part of your
OKRs on quarterly basis
• Focus on what matters most
(do not mix with core values, core
competencies, mission statements
and other terms for a buzzword
bingo)
• Secure sponsorship on all
management levels - management
has to buy in
• Make a plan before launch
Download OKR Guide
7. Design team
Design website for new project
KR1: Sketch out 3 drafts for homepage and features site.
KR2: Launch out the 3 examples of the structure of website
before July 4th.
KR3: Review the examples with 3 departments: IT,
Marketing, Sales.
OKR Examples
Management team
Launch a new product sucessfully
KR1: Attract organic 100.000 views to usage videos on
social media within the first 3 months.
KR2: Set up 3 training sessions on this new product for
Marketing & Sales.
KR3: Assist Product Marketing in reviewing their technical
documents by August 30th.
Sales team
Increase the quality of our sales approach
KR1: Create a best practices sales process document
KR2: Have each salesperson spend at least 84 hours per
month on support chat
KR3: Make sure at least 50% of signups called back in
first 24 hours
8. Click here and start free trial
Heartpace account
Henrik Dannert, CEO, Heartpace
OKRs makes workflow transparent and synchronized
between teams and focused on the common objective.
/Heartpacesweden
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