objectiveandkeyresults

Objective and Key Results, commonly abbreviated OKR, is a goal-setting framework used by individuals, teams, and organizations to define objectives and measure progress through key results. An objective is a qualitative, ambitious statement of a desired outcome, while key results are a small set of quantitative measures that indicate progress toward the objective. A typical OKR collection includes several objectives, each paired with three to five key results, with review cycles commonly quarterly or yearly.

Originating at Intel in the 1970s and popularized by venture capitalist John Doerr, OKRs were designed to align effort across an organization and boost focus on impactful work. The framework gained widespread adoption in the tech sector and has since spread to many industries, from startups to large enterprises. It emphasizes transparency, alignment, and regular check-ins rather than annual performance evaluations.

Implementation generally involves cascading objectives from the company level to teams and individuals, coupled with frequent progress updates. Teams track progress on visible dashboards, and scoring is often used in a light-touch manner, such as 0.0 to 1.0 per key result, to encourage stretch while avoiding punitive evaluation. Cadence includes weekly check-ins and quarterly reviews to adjust objectives as needed.

Benefits commonly cited include improved focus, alignment, accountability, and measurable progress. Criticisms note potential gaming of metrics, overemphasis on measurement over outcomes, and the risk of misalignment if OKRs are poorly designed or poorly integrated with culture. Best practices include keeping a small number of objectives, making key results specific and time-bound, and maintaining transparency. Example objectives might focus on onboarding, product adoption, or customer satisfaction, each with clear, measurable key results.