OKR: how the system helps achieve goals and how to implement it

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In today's competitive business environment, it is necessary to effectively set goals and achieve them. Both giants and small companies encounter challenges. So managers face the question: how to unite the team and achieve ambitious goals together? OKR (Objectives and Key Results) is one of the most successful methodologies that helps organizations focus on the main thing and move in the same direction.

The system has already proven its effectiveness at Google, LinkedIn, Oracle, X, Netflix, Zynga, Meta, eBay, Deloitte, Gartner, Amazon and other companies.

Content

What are OKRs?
Examples of goals set using OKRs
OKR Types
Step-by-step instructions for creating OKRs for your team
Benefits of OKRs
Common mistakes companies make when creating OKRs
Tools for measuring OKRs
Conclusions
Popular questions
What are OKRs?
OKR is a goal-setting and achievement system that helps teams align efforts, measure progress, and achieve meaningful results. The system consists of two main components:

Objectives describe what the company wants to achieve. They are usually ambitious and future-oriented. An objective is always short, clear, and specific so that all team members understand what they are striving for.
Key Results are indicators that can be used to assess whether a goal has been achieved. These indicators should be specific and measurable.
It can be said that objectives answer the question “what do we want to do?”, and key results answer the question “how will we do it?”.

The methodology helps not to be distracted by minor tasks, but instead to focus all efforts on achieving the main goals of the company.

Another important feature of OKR is that it focuses on results rather than processes. This gives teams more freedom to choose the most effective ways to achieve goals, allowing them to be flexible and innovative.

Examples of goals set using OKRs
OKRs are so popular, in part, because of their flexibility. In this system, organizations can clearly formulate goals at different levels — from the company's strategic goal to the individual tasks of each employee.

Let's look at a few examples of how OKRs can be used to achieve a variety of goals in different contexts.

OKRs for the marketing department

OKRs for Sales

OKR for individual employee development

Goal: increase brand awareness in the market

Goal: Increase sales in a new region

Goal: to improve professional skills in project management

Key Result 1: Increase social armenia phone number list media followers by 30% in three months

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Key Result 1: Attract 10 new key customers in the region in the next six months

Key Result 1: Complete thematic courses by the end of the year

Key Result 2: Prepare and launch a new advertising campaign that will reach at least 500,000 potential customers

Key Result 2: Increase sales revenue in new region by 25% per quarter

Key Result 2: Participate in three project management webinars over the next quarter

Key Result 3: Get at least 50 brand mentions in industry media per quarter

Key Result 3: Conduct at least three regional marketing events to attract potential customers

Key Result 3: Implement new project management methodologies

These examples show how OKRs can be adapted to different contexts and tasks. The team goals in all examples are aimed at achieving a larger goal, while the individual goals are aimed at developing professional skills.

OKR Types
OKRs can be adapted to different levels and needs of the organization depending on strategic priorities and specifics of the activity. Each type of OKR plays its own role in managing goals and results. Let's take a closer look at the main types.

Strategic
Strategic OKRs are set at the organizational or enterprise level. They are long-term goals and visions focused on results and impacts.

Strategic OKRs are implemented by top-down management, shaping the direction of the entire organization and setting ambitious but achievable goals.

Example:

Goal: to become a leader in the innovative technology market in three years.
Key Result 1: Increase market share to 30% by the end of the year.
Key Result 2: Launch three new products that meet modern needs in two years.
Key Result 3: Be recognized as an innovative company in the industry by three leading publications.
With strategic OKRs, a company can focus on priorities and achieve long-term competitive advantage.

Tactical
Tactical OKRs are typically set at the departmental and smaller team level. They are an important link between an organization’s strategic goals and routine tasks. These OKRs focus on immediate results and contribute to the achievement of strategic goals.

They are shorter-term than strategic ones, focused on medium-term results, and aligned with strategic OKRs. As such, this type is a kind of roadmap for teams, allowing them to break down ambitious strategic goals into more manageable and achievable milestones.

Example:

Goal: improve customer service quality for the next quarter.
Key Result 1: Reduce response time to customer inquiries to 4 hours.
Key Result 2: Train support staff on new service standards.
Key Result 3: Achieve a customer satisfaction level of at least 90% based on the results of a quarterly survey.
Operational
Operational OKRs are typically used at the employee level. They are focused on specific actions and results that are closely linked to performance management systems. These are the shortest-term OKRs, focused on immediate tasks and initiatives.