1. OKR Introduction

2. Introduction
OKR is an abbreviation for Objective & Key Result
• Objectives "Where do I want to go?”
• Key Results "How do I get there?”
Google often uses “Objectives and Key Results” (OKRs) to try to set
ambitious goals and track progress.

4. History
• 1954 Peter Drucker invented MBO or Management by Objectives
• 1968 Andy Grove co-founded Intel and while CEO at Intel he
developed MBO into the model of OKR
• 1974 John Doerr joined Intel and learned OKR during his time there
• 2000, Doerr introduced OKRs to Google’s leadership

5. Understanding OKRs
• OKRs can help you focus on your company goals and reflect on
progress over a specified amount of time.
• Objectives are memorable qualitative descriptions of what you want
to achieve.
• Key Results are a set of metrics that measure your progress towards
the Objective.
• At the end of a work period, OKRs provide a reference to evaluate
how well executing these objectives that helps to plan better moving
forward.

6. OKRs at a glance
• Objectives are ambitious and may feel somewhat uncomfortable
• Key results are measurable and should be easy to grade with a number
• OKRs are public so that everyone in the organization can see what others are working on
• 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 bigger
• 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

7. Moonshots vs Roofshots
Moonshots Roofshots
Stretch goals Goals that are hard but achievable
Just beyond the threshold of what
seems possible
Success means achieving 100%
Success means achieving 60-70%

8. OKR’s example: Human resources

9. OKR’s example: Product management

10. OKR’s example: Marketing

11. OKR’s example: Design

12. Doerr’s Goal Formula
I will ________ as measured by ____________.
I will (Objective) as measured by (this set of Key Results).

13. OKR core concepts
• Agile goals
• Simplicity
• Transparency
• Nested cadences
• Bidirectional goal setting
• Ambitious goals: moonshots and stretch goals
• Decoupling rewards

14. Common OKR mistakes
• Use OKR as a task list
• Setting too many OKRs
• Not aligning your OKRs
• Set it and forget it

15. Writing good OKRs tips
• For Objectives:
• Objectives should be simple, short and easy to memorize
• Objectives shouldn’t be boring
• 3-4 Objectives max per level (e.g. per person)​
• Avoid expressions that don’t push for new achievements
• For Key results
• Key results express measurable milestones
• Set few of them, between 2 - 5 per objective
• Key results should describe outcomes, not activities.

16. Benefits of Setting OKRs
Importance of having Objectives
• Vision of where you want to get
• Prioritization of how to get there
• Know what’s expected of you
• Guide people towards the right path
• Daily focus on most important goals

17. FAQs
• What’s the difference between OKRs and KPI’s?
• How do I create OKRs for something that’s not measurable?
• What’s the difference between OKR and MBO?

18. Thank You
hieu@kiuglobal.com