OKR: The perfect goal-setting framework for ultimate productivity (plus OKR Templates)

1. What is OKR?
2. Difference between Traditional Goals and OKRs
3. A few OKR Examples
4. Benefits of OKRs for businesses
5. Best practices in OKR

Objectives – The goal you want to achieve on a particular scale and within a set timeframe.
Key Results – These are the metrics that measure your progress towards the objective.
OKRs has many advantages compared to other management models. These are created within a framework and are much more simple and quick to implement than other goal-setting models.

• Serves as a perfect communication tool between the team and the company.
• OKRs help employees understand the big picture and align with other team members and teams.
• Helps in measuring the progress easily.
• Encourages the teams and individuals to set clear and focused goals.
• OKRs bring accountability among the teams.

Committed objectives are tied to Google’s metrics: product releases, bookings, hiring, customers. Management sets them at the company level, employees at the departmental level. In general, these committed objectives— such as sales and revenue goals—are to be achieved in full (100 percent) within a set time frame.

Aspirational objectives reflect bigger-picture, higher-risk, more future-tilting ideas. They originate from any tier and aim to mobilize the entire organization. By definition, they are challenging to achieve. Failures—at an average rate of 40 percent are acceptable.

The relative weighting of these two baskets is a cultural question. It will vary from one organization to the next and from quarter to quarter. Leaders must ask themselves: What type of company do we need to be in the coming year? Agile and daring, crack a new market—or more conservative and operational, to firm up our existing position? Are we in survival mode, or is there cash on hand to bet big for a big reward? What does our business require right now?

A team’s committed OKRs should credibly consume most but not all of their available resources. Their committed + aspirational OKRs should credibly consume somewhat more than their available resources.
Set a duration.

The trap is “ OKRs are often written principally based on what the team believes it can achieve without changing anything they’re currently doing,
Teams must strive for what the team or its customers really want.

Now you don’t have to scour the web to find out the right templates. Download our PowerPoint Templates from within PowerPoint. See how?