Framework · 12
OKRs
Objectives and Key Results as a tool for a performance-driven culture — principles drawn from Measure What Matters.
There are many books and resources that dive deep into OKRs, and we highly recommend John Doerr’s Measure What Matters for a comprehensive understanding — he trained directly with Andy Grove the godfather of high output management. On this page, we’ve highlighted key points about OKRs that have positively impacted our companies cultures.
Most importantly, we want to share insights on how OKRs can be used to implement a performance-driven culture across your organization.”
¶Guiding Principles
- High-functioning teams thrive on a creative tension between top-down and bottom-up goal setting
- Leaders should not dictate work through a top-down cascade. Instead, set the context, ask the big questions, and furnish relevant data.
- OKRs are adaptable by nature. You can modify them during the quarter if needed.
- Give employees autonomy to innovate within their own OKRs
- Aspirational OKRs are higher-risk, and teams aim to reach only 60–70% of the targets in aggregate. On the other hand, Committed OKRs are more predictable, and teams aim to achieve them in full.
- Divorce compensation (both raises and bonuses) from OKRs. These should be two distinct conversations, with their own cadences and calendars.
¶From the Trenches [WIP]
- Checking in and knowing when to adapt your OKRs
- how to know what to focus on the right things for your business
- Creating ownership culture