Company OKR Examples & Team Alignment - OKRexamples.co (2023)

FAQs

What is an example of a team OKR? ›

Top company objectives—OKR examples

Hit company global sales target of $100 Million in Sales. Achieve 100% year-to-year sales growth in the EMEA geography. Increase the company average deal size by 30% (with upsells) Reduce churn to less than 5% annually (via Customer Success)

An example OKR

Train 5 days per week with 1 long run each week. Increase mileage by 5 miles per week. Drink at least 3 liters of water every day. Sleep at least 8 hours every night.

You will start in the objective column, don't worry if it is not well-worded at this point. You might add a few objectives there and then refine them as you go through the brainstorming session. Brainstorm objectives for the next cycle. Remember your long term OKRs and how you can make progress toward them.

Remember, good Key Results have several basic characteristics: They are specific and time-bound. They are aggressive, yet realistic. They are measurable and verifiable.

How do you write OKRs for yourself? ›

What is an OKR? Definition and Examples. OKRs stand for Objectives and Key Results, a collaborative goal-setting methodology used by teams and individuals to set challenging, ambitious goals with measurable results. OKRs are how you track progress, create alignment, and encourage engagement around measurable goals.

For example, 'Make a lot of Money' can't be objective, whereas 'Increase Profit by 20%” is an effective objective as long as it is time bound. How are you going to achieve the Objective? The answer is – the key results. Key Results are the tasks that you complete to achieve the larger objectives.

Another bad OKR example would include Key Results like “Better customer engagement”. Not only is that hard to score, but this OKR is also bad because it's highly subjective. It would mean nothing in the context of setting goals. To make it easier to score, always phrase the Key Results as observable results.

Objectives, Key Results and Initiatives

OKRs have three important parts: the Objective, or goal you set, the Key Results which measure your progress, and the Initiatives which describe what you'll do to get there. This all aligns to the wider strategy or vision, usually from the top down.

What are two of the most important things you can do in managing OKRs effectively? ›

We typically recommend setting a maximum of 3-5 OKRs per team per quarter. This is a maximum, not a minimum – it's perfectly appropriate to have only 1-2 OKRs.

While the answer is the same across the board, there may be some nuances depending on an organization's size. Simplicity is always key. To capture the ambitions of your organization, you should have a maximum of three Objectives, each with 3-5 Key Results. These should all fit on one or two pages.

A good objective statement tells the hiring manager the goal of your resume. An example of this can be something along the lines of: “An experienced social media manager with a proven track record of measurable results. I'm aiming to work for a brand focused on social justice initiatives.”

They're easy to game on an individual level — and probably won't reflect real value added. Objectives and key results, or OKRs, have become one of the most popular frameworks for teams looking to plan and measure the success of their work.

Individual goals are specific to each employee's roles and responsibilities, whereas team goals are related to strategies that are vital to the team's success. It's important to recognize that there is a difference between individual and team goals, and when managers need to set one or the other, or both.

We start with a question which is short but powerful: why am I here? It may be difficult to answer but it's important, so take as much time as you need. Answering this question is the key to what Handy and Covey suggest is so critical – our need to make a difference.

What is a measurable key result? ›

A Key Result is a measurable outcome required to achieve the Objective. It contains a metric with a start and target value. Key Results measure progress towards the Objective — like a signpost that shows how close you are to your Objective.

Which three questions should you ask yourself to make a goal specific? Where should it be delivered? What do I want to accomplish? Who is involved?

Make clear objectives that tell exactly what you want to accomplish. Use goals to make big picture statements. Link your objectives to an action: Personal objectives are met when you take steps to achieve them. Instead of general ideas, use an action to define your objective then write the details about that action.

Personal objectives refer to the job-specific goals of each individual employee. They are important because they communicate to employees what is important and what is expected of them.

An individual OKR is a goal set for an employee or manager that evaluates success using metrics that are relevant and meaningful to the person. Individual objectives should be specific, time-bound, achievable (or mostly so) and based on the business impact of their work.

There are two types of OKRs goal: committed OKRs and aspirational OKRs. Both committed and aspirational OKRs define different purposes and have separate methods to achieve them. If you are someone new to OKRs (Objectives and Key Results), this information can be overwhelming.

Recap on Objectives and Key Results (OKRs)

As we know, OKRs is a goal-setting framework for defining and tracking goals and their outcomes within a business. The Objective is qualitative, and the KRs are quantitative. They are used to focus an entire business around one big, bold goal.

Goals are the kind of long-term strategy or guideline. They explain what you want to achieve in your organization, and they are usually long-term and global. OKRs are short-term goals (often created quarterly) that are split into two parts: an Objective (the “what”) and Key Results (the “how”).

These three types of learning include: Creating new knowledge (Cognitive) • Developing feelings and emotions (Affective) • Enhancing physical and manual skills (Psychomotor) Page 2 Learning objectives can also be scaffolded so that they continue to push student learning to new levels in any of these three categories.

More specifically, your outcome objectives must refer to observable indicators of program accomplishment. For example, let's say that your desire is to reduce rates of exposure to environmental tobacco smoke. In and of itself it is difficult to see how this might be measured.

What are the 5 objectives? ›

The five key business performance objectives for any organization include quality, speed, dependability, flexibility, and cost. When it comes to business performance objectives you're likely aware that efficiency and productivity are crucial. But how do you successfully achieve these?

Objectives and Key Results (OKRs) Define goals and make a plan to measure them along the way. Setting OKRs propels your team to achieve more than you ever thought possible while continuously learning.

HR OKRs (Objectives and Key Results) help HR teams set structured and data-driven goals and help them quantify their results. It provides a framework for establishing human resource objectives, observing key results, and achieving goals within the HR function that impact the organizational goals.

Effective OKRs represent meaningful change, improvement and growth. They're our priorities for the next 30-90 days. Effective Objectives are meaningful, audacious, and inspiring. Effective Key Results are specific and timebound, aggressive and realistic, and measurable and verifiable.

Remember, good Key Results have several basic characteristics: They are specific and time-bound. They are aggressive, yet realistic. They are measurable and verifiable.

Both KPIs and OKRs have three elements i.e. goals, metrics and targets that aid functioning.

Because company OKRs are directional, they usually have a time span of 1 to 3 years. Your company OKRs reflect the 3 or 4 things your organization decides it must achieve in the next 12 months.

SMART goals (specific, measurable, achievable, relevant, and time-bound) and OKRs (Objectives and Key Results) are both methods for defining objectives or goals for a project, team, or organization. Over the last three decades, SMART goals have provided a structured method for achieving goals and focusing efforts.