On-Demand: How to write OKRs that work
Ditch the set-and-forget goals. Learn how to use OKRs that make a real difference to your business by helping your people to see how they contribute to success. With a little scene setting using OKRs that we've developed for Buzz Lightyear.
Andy Roberts, Weekly10 Founder and CEO, presented this live workshop at CIPD Festival of Work 2022 in London.
You'll hear a quick history of how OKRs developed from Peter Drucker's Management by Objectives (MBO) System in 1954, in to what we know today as John Doeer's OKRs. Adopted by google, LinkedIn, Microsoft, Amazon, Netflix, and Capgemini.
He explains the anatomy of a great OKR. Where an Objective must be: easy to remember, start with a verb, qualitative, aspirational and create. impact. And how Key Results start with a verb, are quantitative and define success.
And that's where he introduces you to (what we think) Buzz Lightyear's OKRs could be. As well as showing you how this applies to your own business. And what a good OKR cycle looks like.
Here are our top 10 tips for writing great OKRs
How to set OKR Objectives
- Objectives need to be aspirational and memorable
- Use jargon-free language everyone understands
- Create Objectives that fit your company culture
- 5 Objectives maximum, or you’ll lose focus
- Follow the annual OKR cycle process
How to set OKR Key Results
- Set between 2 and 5 KRs per Objective
- Focus on metrics and results (outcomes) not tasks and effort (inputs)
- Set quantitative metrics for each Key Result
- Key Results are stretch targets. 70% completion is typical and encourages higher performance
- Review KRs often so your people aren’t working on outdated priorities.
And finally, use an OKR software tool that connects your employee performance and engagement for a holistic and much more effective process.
Download the accompanying best practice guide, How to set OKRs that actually work, here.