Setting realistic and achievable goals can be the most important step to reach your goal in everyday life. But, when it comes to business, things can get a bit tricky. One of the major challenges while adopting OKRs methodology is to figure out how to determine what the company’s most important goal is. Hence, we will provide a check list that you can use as a quick reference on how to write effective OKRs. If you have experience in writing OKRs but don’t know how to put it in order, you can read how to create OKR templates and more.
Why should you elaborate on?
Does it really matter how the OKRs are written? The answer lies in the fact that OKRs are about creating sustainable change in performance, not tracking everything that you do but also not about focusing on one thing and dropping everything else either. OKRs are nothing short of a communication channel for transmitting strategy. The aim of OKR is to make teams and team members work together around the measurable achievements
Writing an Objective | How do you make OKRs?
Objectives must be specific, measurable, achievable, realistic and time bound. Firstly, objective should help in achieving the company’s goal. Moreover, it should be aligned with the corporate strategy.
To specify objectives, you should ask and answer these important questions:
- Does the objective help you to achieve company goals?
- Is the objective time bound?
- Is the objective inspiring?
- Does the objective align with the corporate strategy?
- Is the objective set for the end of the year?
- Is the objective challenging enough?
Determining Key Results | How do you make OKRs?
Key results are the soul of the entire OKR philosophy. They are essentially the measurable indicators of success for the relevant objective. Simply put, key results tell you how much of the objective is achieved. However, they can be confused with KPI. To understand what is the difference between key result and KPI click here.
Key results must also have some certain characteristics. For instance, they must be measurable. In addition, they should be challenging, yet achievable. Please note that key results are results, not a list of tasks. Therefore, they must be specific and you should limit them to three to five per objective. It is important to realize that key results should be assigned to individual team members, not all employees working for a company.
Ask these questions to ensure you are writing effective OKRs:
- Is the KR really a result and not just another task?
- Does the KR help achieve objective it belongs to?
- Is there a time limit to complete the KR?
- Is the KR important enough to appear in the top five KRs for the objective it belongs to?
To see the examples of written objectives and key results, go to OKR Examples.