OKRs (Objectives and Key Results) are a goal-setting framework that includes setting ambitious objectives and quantifiable key results to measure progress. An example team OKR is given to improve the company's technical brand by launching a blog, promoting through social media, and employee participation in technical events. OKRs are graded on a scale of 0.6 to 1.0 and transparency is encouraged by making OKRs public. The process involves drafting, negotiating, and periodically checking progress toward objectives.

1. Introducing OKRs
Fixing our goals process

2. OKR
• Objective
• An achievement target to work toward
• Ambitious and slightly uncomfortable
• Key Results
• Evidence the objective is achieved
• Quantifiable (metrics identified)
• Independently gradable.

3. Example Team OKR
Objective: 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.

4. 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.

5. 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

6. 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

7. 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)

8. 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

9. Set OKRs quarterly
and
yearly

10. For best results, the whole company should
do them.
!
But we’ll start changing the DNA at the
grass roots.

11. 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.