OKR stands for Objectives Key Results.
It is a management method that uses objectives. It describes how to set and record priorities and what to do to improve the effectiveness of their implementation.
The most familiar element of OKRs is the format for writing down the goal. O from the abbreviation OKR is goal. Key Results or Key Results are measures of success.
The Objective in an OKR should be qualitative (so it is not measurable). It is a buzzword that names a change or state that the company or team intends to achieve. It is meant to define an exciting, specific challenge. It is used to communicate priorities precisely, the recipient should be able to remember it easily and understand its value.
The key results are 3 to 5 points, the evaluation of which will show whether the goal has been achieved. Each is an independent measure that can be regularly and explicitly verified.
The OKR target is for one thing, for a given period a company can adopt several. The fewer the better. At the team level, it is best to limit yourself to one OKR per quarter. One chooses the most important things, the priorities on which the team should focus. The teams’ OKRs are updated quarterly and their progress is monitored every week, at least two. Creating individual OKRs is not recommended.
OKRs are not just goals – they are also a process for setting and orchestrating priorities within a company and a set of practices to increase the effectiveness of implementation.
OKRs are not the only approach to goal management. However, they are transparent, understandable, relatively simple and currently the most popular. They were introduced by Intel in the 1970s.