Posted on : March 18, 2017
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Category : Operations

First, you set up an Objective. Then you set up a number of “Key Results” that are quantifiable that will help you hit your objective. Your objectives should be definitive and measurable. Google does OKRs on an annual basis, and a quarterly basis. The annual OKR is a big, umbrella idea for the year, and it’s not set in stone, it can evolve as the year evolves. The quarterly OKRs do not change.

  1. Google has OKRs at a company level, at a team level, at a managerial level, and at a personal level. They all work together to keep the company on track.
  2. Employees should have 4-6 OKRs per quarter. If you have more than that, you’re going to be fried.
  3. At the end of the quarter, you grade your key results. Google has a 0-1 scale. The goal is not to get a 1 on each key result, you’re actually aiming for a 0.6-0.7. If you get a 1, then you’ve created too easy a key result. (“If you get 1s, you’re not crushing it, you’re sandbagging.”). If you get below a 0.4, then you need to take a serious look at what you’re doing wrong.