OKR Management Has Become Compelling Now. Here’s Why!

In order to be successful in business, you must first choose what you want to achieve and then work hard to get it. Many organizations encounter a dilemma in deciding what goals to set and how to measure them in the midst of so many opportunities and distractions. Goals that are poorly constructed are a waste of time and a pointless show of leadership. If your team has the correct goals, they’ll be able to focus on what’s most important, and they’ll have a compass that will help them make smarter decisions about what compromises to make amid a vortex of daily tasks. For example, successful firms such as Intel, Google, and Spotify employ the Objective Key Results goal-setting framework (OKRs).

OKR Management

Introducing The OKR Framework, A Simple Model

The structure of OKRs makes it appealing to many leaders since it is so clear and straightforward. It boils down to a simple three-part structure: objectives, key outcomes, and metrics.


The Objective is the first thing that comes to mind while thinking about an OKR. The first step in the process is to identify 3-5 core objectives. At the organizational level, these are high-level objectives that narrow in scope as they are broken down into teams and individuals.

If you’re in a position of authority, you have the opportunity to set a good example and establish a rhythm that will help your company’s OKRs flow down to your teams. The company’s overarching goals should constantly be linked with the goals of each member’s position and responsibilities.

Key Results

At least three to four specific outcomes or steps should be taken in order to attain each goal. The ability to evaluate the performance of your personnel and determine if they are on track to attaining their goals is made possible by this technology.

For example, a company’s revenue, staff motivation and engagement, and overall growth and performance can all be used to calculate OKR outcomes. An easy-to-understand numerical figure for each important result makes it clear if your company’s goals have been accomplished or not.

OKR Management And Its Uniqueness

  • Providing A Path To Succeed

It is too easy to “set and forget” goals with other goal approaches. To ensure that goals are created and achieved, the OKR framework combines measurable key results with an accountability and ownership mechanism. When essential results are laid out, it makes it more likely that goals will be met by organizations, teams, and individuals.

  • Promotion Of Innovation

Seventy percent of your OKRs should be met as a general rule of thumb. Why? There are two types of goals: committed and aspirational. Aspirational goals are supposed to be difficult and may not be reached with success, which is why they are considered a stretch. It’s okay if you’re confused. What drives innovation is a willingness to take chances, which in turn creates corporate development and opportunities.

  • Transparency 

It is possible to see an objective or key result at any time in an OKR program (not just their own). It is precisely this level of extreme transparency that contributes to the enormous amount of success that may be achieved through the utilization of an OKR program.

We’re more inclined to hold ourselves accountable for our accomplishments if we’re honest about our aspirations. When we can see what our coworkers are working on, we’re more likely to see ways to collaborate and share resources.

  • Aligning The Strategic Priorities

In order to arrive at OKRs, your company’s strategic priorities must be considered. Using OKRs, entire businesses may be guided toward achieving their goals because they are in line with a long-term strategy. Compared to other goal-setting approaches, the OKR framework provides a major advantage in terms of long-term goals.

  • Gets Buy-In Early

If everyone is on the same page and working toward the same goal, organizations may accomplish remarkable things. Since OKRs necessitate top-down development of objectives, they encourage widespread adoption and engagement within the organization. ‍

Supporting the OKR program is critical because it aids in change management and promotes greater alignment throughout the organization. To foster a culture of accountability and retrospection, key leaders can demonstrate and support the OKR program in front of their employees.

  • Boosts Employee Engagement

When it comes to profitability, organizations with high levels of employee engagement outperform their counterparts. But what motivates people to participate? A common sense of purpose, mission, and goals drives high-performing teams (and thus high-performing businesses). The OKR framework unifies an organization by establishing a clear set of goals and keeping track of its progress.

  • OKRs Apply To The Entire Company

There are no limits on the use of OKRs, unlike many other goal-setting approaches. Instead, they aim to bring the entire company together behind a single goal. As they flow from the top to the bottom of the company, the goals are always in sync.

How to Use OKRs

  • Create Objectives And Key Results

In order to use the OKR strategy in your firm, you first need to define your goals and key results. Stakeholders are made aware of the aims and key results of the OKR once they are established.

To ensure that all of your company’s employees are on the same page, the goals can be rephrased if necessary.

  • Make It Possible To Track

On a regular basis, key findings are evaluated. Members of the team are able to monitor their own progress. The optimal score is between 70% and 75%. If you get a perfect score, you’re not doing very well. OKRs may indicate an individual has established goals that are too easy or too low in ambition.

  • Review Your OKRs On A Frequent Basis

OKRs aren’t meant to be a strict set of rules. When the situation changes, so do they. OKRs can be recalculated if the company’s aims have changed. Individual OKRs are the same.

Using OKRs is one of the finest ways to manage your team. Even if your final objective is to increase performance or steer your employees in the right way or introduce a new procedure or change in your firm, OKRs will help you get there. You can see why it’s so commonplace in the workplaces of firms like Google and Twitter. OKRs are simple to set up. They must also be adaptable in order to keep up with evolving needs. It has the potential to be one of the most important factors in your company’s long-term success. For more assistance regarding OKR, reach out to us today! 

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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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