“A goal without a plan is just a wish.” – Antoine de Saint-Exupéry.
Echoing these inspiring words, let’s begin our exploration of OKRs, a precise and effective methodology for goal setting.
What is OKR? Definition and Fundamentals
The acronym OKR stands for Objectives and Key Results, a strategy for setting ambitious goals and measuring them with specific results. According to John Doerr, each objective must be accompanied by 3 to 5 Key Results. The latter are specific, temporal, ambitious but realistic, measurable and verifiable^1^ indicators.
The History of OKR
Intel’s Andy Grove originated this methodology, which was later popularized by John Doerr. The latter introduced the OKR method to the founders of Google in 1999 with the objective of “Building a planning model for search engines”, the first key result of which was “Increase Google Ads revenue by 50%”^2^.
The Benefits and Common Mistakes of OKR
OKRs have the advantage of providing a clear structure to align business objectives with strategic priorities. However, common mistakes can undermine their effectiveness, such as setting vague goals, not communicating OKRs to the team, or not regularly evaluating progress^3^.
Tools to evaluate OKRs
Monitoring dashboards, regular meetings to discuss progress, and team engagement surveys are all tools that can be used to evaluate OKRs.
Conclusion
OKR methodology, if properly implemented and followed, can contribute to the alignment and achievement of a company’s objectives. It is essential to avoid common mistakes and use appropriate tools to ensure the success of this approach.
References
- ^1^ “Measure What Matters” by John Doerr
- ^2^ “The Secret Sauce of OKR: The History of OKR” by Weekdone.com
- ^3^ “Common mistakes in implementing OKRs” by Felipe Castro