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Let's talk OKRs. Every company uses them. But are they actually effective?
10 tips to make OKRs work for you.
https://rushabhdoshi.com/2020/06/18/10-tips-for-making-okrs-effective.html
10 tips to make OKRs work for you.
https://rushabhdoshi.com/2020/06/18/10-tips-for-making-okrs-effective.html
1. Company objectives must be big and motivating.
Inspirational goals bring teams together. The goal is to build a cathedral, even if the task is to lay bricks. https://bit.ly/3hHnYNv
Inspirational goals bring teams together. The goal is to build a cathedral, even if the task is to lay bricks. https://bit.ly/3hHnYNv
2. Key Results must be measurable.
Teams must know when to push hard and when to be done. 3 key components: metric, starting number, and ending number.
Teams must know when to push hard and when to be done. 3 key components: metric, starting number, and ending number.
3. Use binary KRs sparingly.
Avoid "Ship X" if you can. Combine with counter-metrics to prevent rolling things out at all costs and maintaining quality.
Avoid "Ship X" if you can. Combine with counter-metrics to prevent rolling things out at all costs and maintaining quality.
4. All Key Results must have dashboards.
Dashboards need not be fancy. A Google Sheet is sufficient. If your metrics move slowly, or cannot be tested, look for proxy metrics instead.
Dashboards need not be fancy. A Google Sheet is sufficient. If your metrics move slowly, or cannot be tested, look for proxy metrics instead.
5. Key Results must be exhaustive.
Avoid that feeling of inadequacy where all KRs were completed, but less progress was made toward the goal.
Avoid that feeling of inadequacy where all KRs were completed, but less progress was made toward the goal.
6. Pair metrics with counter-metrics.
Avoid causing harm or shipping shoddy product in order to hit a goal. Counter-metrics are good.
Avoid causing harm or shipping shoddy product in order to hit a goal. Counter-metrics are good.
7. Distinguish between Aspirational and Committed OKRs.
Aspirational: stretchy goals that you may not hit. 0.7 is a good score. High variance and reasonable chance of failure.
Committed: goals that you are expected to hit. Other teams may be depending on you. 1.0 is good.
Aspirational: stretchy goals that you may not hit. 0.7 is a good score. High variance and reasonable chance of failure.
Committed: goals that you are expected to hit. Other teams may be depending on you. 1.0 is good.
8. Cascade OKRs up, down, laterally.
KRs for the company, become Objectives for organizations, and continue the downward cascade.
Dependencies get resolved laterally.
KRs for the company, become Objectives for organizations, and continue the downward cascade.
Dependencies get resolved laterally.
9. Personal OKRs are a powerful career tool.
Write personal OKRs. Align with your manager to be clear on what they are looking for.
Write your performance review 6 months ahead of time.
Write personal OKRs. Align with your manager to be clear on what they are looking for.
Write your performance review 6 months ahead of time.
10. Few OKRs are better than a long laundry list.
A long list of OKRs is often the result of a lack of focus or an inability to say no.
A long list of OKRs is often the result of a lack of focus or an inability to say no.
Bonus: Effective usage takes years of practice and tuning.
OKRs are a tool. Make it your own. Make them work for you and your company. https://medium.com/swlh/10-tips-for-using-okrs-effectively-1c9e84161a67
OKRs are a tool. Make it your own. Make them work for you and your company. https://medium.com/swlh/10-tips-for-using-okrs-effectively-1c9e84161a67
Huge thanks to Leo Shklovskii, @lilyruo @julesdwalt @devarispbrown and @ebloch for reviewing drafts and providing invaluable feedback.
