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OKR 101: Everything you need to know about OKRs

Introduction to OKRs

OKRs help organizations stay aligned by connecting company, team and personal objectives to measurable results. This popular method for setting goals is defined by two characteristics:

1) Structure

OKRs are built around two different questions

Objective: Where do I want to go?

Key Result: How will I get there?

The Objective is the goal of the company, team or individual and the Key Results are the measurable steps needed to accomplish the objective. This framework is repeated from the top of the organization down to the individual, which creates a cascading interplay of goals that keeps a group of people aligned.

2) Philosophy

OKRs have a unique belief system around goal setting that distinguishes itself from other goal methodologies.

  • Ambitious: Objectives are set just beyond the threshold of what seems possible
  • Measurable: Key Results are tied to tangible milestones
  • Transparent: OKRs are viewable across the organization from the CEO down to the Intern
  • Performance: OKRs are not synonymous with employee performance evaluations

This unique approach to goal setting was developed by Andy Grove at Intel and passed down to John Doer who brought the approach to Google. Today, OKRs power thousands of organizations from Spotify to the United States Navy.

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