What are the steps involved in the goal-setting of the OKR process?

goal-setting of the OKR

While an organization may always appear to be a complicated structure, its operations are nothing more than determining a certain aspiration, which serves as the ultimate objective for the organization, and then finding the most suitable means to achieve it. However, that’s easier said than done. Driving your organization toward achieving its ultimate objective isn’t an easy nut to crack. This is where the OKR process comes into the picture. 

goal-setting of the OKR

It is no rocket science that it is a collaborative effort that brings revenue and growth to the business. But since each of your employees is different, their roles and skillset will also be distinct. 

Having the OKR process in your organization will give you the system to ensure everyone works at their best to drive the desired success. 

Setting goals the OKR way!

Setting goals through the OKR process!

The OKR process, also known as Objectives and Key Results, is a highly effective goal-setting framework used by individuals and organizations to set and track goals. 

The OKR process involves setting Objectives, which are clear and specific goals that an individual or organization wants to achieve. The objectives in the OKR Software process should always be aligned with the overall mission and strategy of the organization.

The second component of the OKR process is Key Results, which are measurable milestones or outcomes that indicate progress toward the objectives. Key results should be specific, measurable, and time-bound, allowing progress to be tracked and evaluated regularly.

The idea behind OKRs is to set ambitious goals that are both challenging and achievable and to track progress toward those goals in a way that is transparent and measurable. This can help individuals and organizations stay focused on what really matters and continuously improve and adapt their strategies as needed.

When it comes to the OKR process, goal-setting is the fundamental element. An effective process of goal-setting is crucial for providing direction, motivation, accountability, and alignment that will work to drive success in your organization. So, let us understand the steps involved in goal-setting in the OKR process. 

1. Define Objectives:

The first step in the OKR process is to define your objectives. Objectives should be specific, measurable, achievable, relevant, and time-bound (SMART).

Objectives should also be aligned with the company’s mission and strategic priorities. For example, an objective could be to increase sales revenue by 10% in the next quarter.

2. Identify Key Results:

The next step is to identify key results that will help measure progress toward the objective. Key results should also be specific, measurable, achievable, relevant, and time-bound. Key results should be quantifiable and should provide clear evidence of progress toward the objective. 

For example, key results for the sales revenue objective could be to increase the number of sales calls by 20%, increase the average deal size by 5%, and increase customer satisfaction ratings by 10%.

3. Set Priorities:

Once you have defined your objectives and key results, it’s important to prioritize them. Prioritization helps ensure that you focus your efforts on the most important goals and key results. 

Prioritization should be based on the impact that achieving the goal will have on the organization, the resources required to achieve the goal, and the level of effort required. 

For example, if increasing sales revenue is a top priority, resources should be allocated to achieve the sales revenue objective.

4. Review and Update:

The final step in the OKR process is to review progress toward your objectives and key results on a regular basis. This helps you track progress, identify any roadblocks, and make adjustments as needed. 

Reviews should be conducted on a regular basis, such as weekly, monthly, or quarterly, depending on the nature of the goal. Updates should be made to the objectives and key results as needed based on the progress made by changing priorities or external factors.

In addition to these four steps, there are a few best practices to keep in mind when using the OKR process:

  • Keep it simple: The OKR process should be simple and easy to understand. Objectives and key results should be clearly defined and communicated to all stakeholders.
  • Collaborate: The OKR process should be a collaborative effort between all stakeholders involved. This helps ensure everyone is on the same page and working towards the same goals.
  • Be flexible: The OKR process should be flexible enough to allow for changes in priorities or external factors. Objectives and key results should be updated as needed to reflect changing circumstances.
  • Celebrate success: Celebrating success is an important part of the OKR process. Recognizing and rewarding progress towards objectives and key results helps motivate and engage team members.

Mistakes to avoid in goal-setting through the OKR process

While the OKR process can be an effective tool for goal-setting and tracking progress, there are a few common mistakes that organizations should avoid to ensure success. Here are some things to avoid in the goal-setting process of OKRs:


  • Setting Too Many Objectives:

One of the organizations’ most common mistakes when setting goals using the OKR process is setting too many objectives. 

Setting too many objectives can be overwhelming and can result in team members spreading themselves too thin. Instead, organizations should focus on setting a few high-priority objectives that align with their mission and strategic priorities.

  • Vague or Unrealistic Objectives:

Another mistake organizations make is setting vague or unrealistic objectives. Objectives should be specific, measurable, achievable, relevant, and time-bound (SMART). 

Setting vague or unrealistic objectives can lead to confusion and frustration among team members and make tracking progress difficult.


  • Not Aligning Objectives:

It’s important to ensure that objectives are aligned with the organization’s mission and strategic priorities. 

If objectives are not aligned, team members may be working towards goals that are not a priority for the organization. This can result in wasted resources and missed opportunities to achieve meaningful goals.


  • Not Setting Key Results:

Key results are important for tracking progress toward objectives. Not setting key results can make it difficult to measure progress and determine whether or not the objective has been achieved. 

Key results should be specific, measurable, achievable, relevant, and time-bound.

  • Not Reviewing Progress:

Regular reviews are essential for tracking progress toward objectives and adjusting as needed. 

Not reviewing progress can result in missed opportunities to make adjustments and make it difficult to determine whether or not the objective has been achieved.

  • Focusing Only on Short-Term Goals:

While short-term goals are important, it’s also important to set long-term goals that align with the organization’s mission and strategic priorities. 

Focusing only on short-term goals can result in a lack of direction and can make it difficult to achieve meaningful long-term goals.

  • Not Celebrating Success:

Celebrating success is an important part of the goal-setting process. Not celebrating success can result in team members feeling demotivated and can make it difficult to maintain momentum toward achieving future goals.

Want to seek proficient guidance to see your goals through the OKR framework? Reach out to the experts 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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