3 tips for setting OKRs

Today marks the beginning of the last quarter of the calendar year 2021. For many that’s an opportunity to assess previous objectives and set up new ones for the new quarter using the OKR method made famous by Google.

That’s all great. But what many find is that OKRs can actually be quite tricky to set up in a truly meaningful way. So let me offer 3 tips for how you can get more our of OKRs.

First of all, think of OKRs as essentially a Christmas tree that cascades down through your organization. You start by identifying one big hairy goal (=objective) for the entire company and 3-4 key results that supports the goal in the sense that you will know that when you achieve these results, you will most likely have achieved or at the very least moved a lot closer to achieving your objective.

Second, take those key results and turn them into new objectives further down the organization. And let them create their own key results that supports reaching those objectives. And so on and so on until finally everybody through the org will have objectives and key results against them that cascades back to the very top. That will ensure that everybody is working towards the same hairy goal.

Finally, when defining your objectives start with a problem. No matter where you sit in the organization, you will have a clear idea about which problems you need to tackle in order to achieve your overall objective. Take those problems and turn them into objectives.

Doing that will simply help to ensure that you’re working on something that not only drives the company in the right direction but also works to overcome some of the problems you need to solve.

And remember: Objectives are qualitative and by definition not measurable. Key results are quantitative and ALWAYS measurable.

(Photo by Startaê Team on Unsplash)

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