Introducing OKRsFixing our goals process

OKR• Objective

• An achievement target to work toward

• Ambitious and slightly uncomfortable

• Key Results

• Evidence the objective is achieved

• Quantifiable (metrics identified)

• Independently gradable.

Example Team OKRObjective: Improve company’s technical brand

Key Results:!

• Launch company technical blog and get 2 articles indexed by Google with 30 unique visits first quarter of launch

• Every member participates in Austin on Rails or Cafe Bedouin; achieve 20 touch points

• Promote via Twitter; 4 posts per week with 5% interaction.

Example Dev OKR

Objective: Improve company technical brand

Key Results:!

• Write two blog posts each with minimum word length 600.

• Attend 4 off-hours technical meet-ups.

OKRs are Graded

• .6 - .7 is target; a 1 should be a real stretch

• key results graded and averaged for objective grade

• scoring reinforces commitment to objectives

• when low grades are given, evaluate whether worth continuing/doing and/or how to do better

Transparency

• OKRs and their grades are public and historical

• Everyone at the company should know the team’s OKRs and individual OKRs

• Use intranet wiki for documentation

Why OKRs

• Disciplines work and work planning (eye on the prize, focused coordinated team and organization)

• Communicates intentions (everyone knows what’s important)

• Establishes key performance metrics for progress (eliminating subjectivity)

OKR Process• Team or individual drafts OKRs

• Present OKRs to stakeholders/manager

• Negotiation of key results

• Agreed upon and documented

• Periodic check-in to grade incremental progress

• Final grade via 1:1 or team meeting

Set OKRs quarterly and

yearly

For best results, the whole company should do them.

!

But we’ll start changing the DNA at the grass roots.

Assumptions

• Discretionary bonuses are not solely decided by OKR grades.

• Performance reviews are independent of OKR grades.

• Reward, but do not overly punish for aggressive OKRs.