OKR Best Practices

1. 1
From good to great with OKRs
How to reach the next level
Feb 17th, 2019

2. 2
Introduction to OKR
Build OKRs together
Agenda

3. 3
OKRs
Objectives & Key Results

4. 4
A process called Objectives & Key Results to help communicate,
measure and achieve goals
A team building process
For some, this is why Silicon Valley is leading the world. It made the
success of Intel, Google, Microsoft, Amazon and many companies.
OKR, what is it ?
Secret to Execution

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Coordinate actions of individuals and achieve great collective goals
Focus on important goals, help us avoid being distracted by urgent
but less important goals
Fight procrastination
OKRs

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OKR Template

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2 kinds of OKRs (like Google)
Committed OKR Aspirational OKR
Objective
As measured by
Objective
As measured by
Key Result 1 Key Result 1
Key Result 2 Key Result 2
Key Result 3 Key Result 3
Key Result 4 Key Result 4
Key Result 5 (max) Key Result 5 (max)
Key Results must be measurable
OKRs are made of short sentences

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OKR features for operating excellence
Collaborative, team
building process
Measurable, accountable
Public, transparent
Ambitious,
uncomfortable
Pairing quantity &
quality

9. 9
Do we work on the right thing?
Does anybody know others priorities?
If we remove this away this quarter, what happens?
Is this what we need to pass the milestone?
OKR questions

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OKR superpowers
4 superpowers of OKRs
1. Focus & commit on priorities
2. Align & connect for teamwork
3. Track for accountability
4. Stretch for amazing
Continuous Performance management: OKR & CFR
CFR stands for: conversation, feedback, recognition
Importance of culture (medium to spread OKR)

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3 to 5 OKR per quarter per management level (cascade KR->O)
3 to 5 subOKRs per month
1 to 2 personal OKR per quarter
1 key owner per OKR
Progress evaluation by each owner every week
Group evaluation every month
Evaluation never canceled or late (Meeting on time)
Review & score every quarter
Reflection on experience
OKR, how to work with it?

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Not expected to be reached all the time (otherwise we are not setting
them aggressively enough): 70% success is a good measure
We will allocate budgets & resources where we make progress
OKRs review & score
0 to 0.3 0.4 to 0.6 0.7 to 1
Failed We made progress but fell short of
completion
Delivered
Committed OKR regarding sales &
product releases must be 1.0,
otherwise it is failed

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Focus on the big rocks
Be ambitious
Stretch for amazing – push frontiers
The best idea wins, not the best title
In God we trust, all others must bring data
Do not brake. It’s not easy to reaccelerate !
No carrots & sticks but a common sense of purpose
Enable risk taking, spur innovation and drive performance &
productivity
Esprit de corps, all about the team, the company
The culture we create

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Alliance
to change the world
Thank you