The Complete Guide
OKR Methodology
Learn the goal-setting framework used by Google, Intel, LinkedIn, and thousands of the world's most successful companies.
What are OKRs?
OKR stands for Objectives and Key Results. It's a goal-setting framework that helps organizations define and track objectives and their outcomes.
Objectives are qualitative, inspirational descriptions of what you want to achieve. They should be ambitious, motivating, and time-bound.
Key Results are quantitative metrics that measure your progress toward the objective. They should be specific, measurable, and time-bound.
Example OKR
"Become the market leader in customer satisfaction"
Increase NPS score from 45 to 70
Reduce customer support response time to under 2 hours
Achieve 95% customer retention rate
The History of OKRs
From Intel to Google to the world's most innovative companies
Intel's Founding
Andy Grove develops "iMBOs" (Intel Management by Objectives) at Intel, laying the groundwork for OKRs.
Google Adoption
John Doerr introduces OKRs to Google's founders. The framework becomes central to Google's rapid growth.
Tech Industry Standard
Companies like LinkedIn, Twitter, and Spotify adopt OKRs, making it the de facto standard in Silicon Valley.
Global Adoption
OKRs are used by organizations of all sizes across every industry, from startups to Fortune 500 companies.
The OKR Cycle
A proven cadence for setting and achieving goals
Set OKRs
Define ambitious objectives and measurable key results at the start of each quarter.
Align
Cascade OKRs from company to team to individual, ensuring everyone is pulling in the same direction.
Track
Hold weekly check-ins to update progress, identify blockers, and stay accountable.
Review
Score and reflect on OKRs at quarter end. Learn from successes and failures.
OKR Best Practices
Follow these principles for OKR success
Keep It Simple
Limit to 3-5 objectives per level, each with 3-5 key results. Less is more when it comes to focus.
Be Ambitious
Set stretch goals. Achieving 70% of an ambitious OKR is better than 100% of an easy one.
Make Them Measurable
Key results must be quantifiable. "Improve customer experience" isn't measurable; "Increase NPS to 50" is.
Make Them Transparent
Everyone should see everyone else's OKRs. Transparency creates alignment and accountability.
Separate from Compensation
OKRs are for focus and alignment, not performance reviews. Linking them to pay discourages ambitious goals.
Review Regularly
Weekly check-ins keep OKRs alive. Without regular review, they become forgotten documents.
OKRs vs Other Frameworks
| Framework | Best For | Cadence | Focus |
|---|---|---|---|
| OKRs | Ambitious goals & alignment | Quarterly | Outcomes |
| KPIs | Ongoing performance tracking | Continuous | Metrics |
| SMART Goals | Individual achievement | Variable | Tasks |
| Balanced Scorecard | Strategy execution | Annual | Strategy |
Ready to Implement OKRs?
OKRTrack makes it easy to set, track, and achieve your organization's most ambitious goals.