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1 The 2023 OKR Guide Best Practices for Adopting Objectives and Key Results 2 C

1 The 2023 OKR Guide Best Practices for Adopting Objectives and Key Results 2 Contents Introduction to OKRs 3 The OKR basics 5 Getting started 12 Step 1: Understand why you want to adopt OKRs 14 Step 2: Get buy-in from leadership and teams 19 Step 3: Connect your mission to your OKRs 21 Step 4: Select an OKR pilot group 25 Step 5: Appoint OKR leadership 29 Step 6: Establish an OKR rollout strategy 33 Step 7: Set OKR rules of engagement 40 Step 8: Define company OKRs 46 Step 9: Define function and team OKRs 49 Step 10: Align and rollout OKRs 55 Step 11: Set OKR reviews and retrospectives 60 Step 12: Common OKR challenges and mistakes 63 Step 13: Choose OKR software 66 3 Introduction to OKRs Introduction to OKRs 4 Introduction to OKRs When implemented correctly, OKRs establish broad alignment and accountability throughout your organization and help teams see how their work contributes to your company’s objectives. For your company to be successful with OKRs, you want to make sure OKRs are implemented with intent at every step. In our experience, groups with the most success have taken time to: ๫Prepare and follow a detailed strategy ๫Educate and empower their organization ๫Build a rollout plan while following change management best practices ๫Define OKRs in the correct sequence ๫Manage and track OKR progress With that being said, you may be reluctant to implement OKRs because of uncertainty. We understand and empathize with this uncertainty, but reading this guide is your first step in conquering it. Let’s start with the basics of OKRs. 5 The OKR basics 6 If you’ve made it to the point of checking out our guide, you may already have an idea of what OKRs can do for your organization. However, establishing an understanding of OKRs is the preliminary step in adopting and implementing them. After all, if your teams don’t understand the methodology, can it really be successful? What are OKRs? OKRs are a framework for goal setting and management, created by Intel’s Andy Grove. Venture capitalist John Doerr popularized the methodology in his New York Times best-seller Measure What Matters. From tech giants like Google and Adobe to worldwide enterprises, OKRs continue accelerating growth and innovation by connecting teams to their company’s greater objectives. By design, OKRs work cross-functionally to create a standard of alignment for entire companies, making them giving a connected purpose to teams and organizations. The OKR basics 7 OKRs stand for objectives and key results. An objective is what you want to achieve, and a key result is how you plan to measure whether you have achieved your objective. The difference between an objective and key result is clear. “Boost organic traffic” as an objective inspires numerous strategies for a marketing team. A key result like “Increase top 5 keywords ranking by X positions” brings “how” an objective is achieved into focus. The OKR basics Qualitative Aspirational Something you, your team, or your organization aim to achieve Quantitative Measurable Indicate if you achieved your objective Objectives Key results 8 Who should own OKRs? Company, functions, and teams will all have separate OKRs that connect and align in unique ways. OKRs can be owned individuals, but we recommend teams own the majority of OKRs. If you’re implementing OKRs for the first time, team OKRs will simplify the implementation process. How many objectives? As a rule of thumb, both the company and each team should have up to three objectives per quarterly planning period (we’ll get to this in a bit). However, don’t feel pressure to create three objectives where one will suffice. Less is more with OKRs. The OKR basics Your teams will quickly learn the value of focus if OKRs aren't overcomplicated. 9 Maintaining a minimal OKR process ensures you will not overwhelm the team with learning a new process and full-blown planning at the same time. How many key results? In general, you’re not limited on the number of key results. However, we want to maintain the theme of focus in OKRs — 3–5 is the sweet spot. The OKR basics 5+ key results are hard to maintain, but less than 3 won’t define success clearly enough. 10 Tips for writing OKRs A good OKR is simple, clear, and actionable. Any person in any function of your organization should be able to look at your OKR, understand what the objective is trying to achieve, and how your key results will drive progress. We use a time-tested formula for writing OKRs at Quantive: With this formula in mind, here is a checklist to help you write top-quality objectives and key results. The OKR basics We will (objective), as measured by (these key results) 11 Are there too many or too few? Are they actionable? What impact will they have? Why should anyone care? Can they be clearer or more concise? Are there too many or too few? Are your key results task or outcome oriented? Are they ambitious enough? Are the targets realistic? Who is accountable for each key result? Objectives Key Results Writing good OKRs The OKR basics 12 Getting started 13 Launching the OKR process Baymard conducts original large-scale research studies on all aspects. While these OKR basics provide you a standard overview of OKRs, we highly encourage you and your teams to check out our full introduction to OKRs if you want more information on: ๫OKR basics ๫Breaking down the components of OKRs ๫A more in-depth explanation on writing OKRs ๫OKRs vs. KPIs ๫Common mistakes when writing OKRs ๫OKR examples With the preliminary OKR knowledge established, you're ready to get moving with your OKR process. So where do you start? To ensure the process is seen as valuable from executives all the way down to individual contributors, you need to use the right approach to OKRs. Answering the question “why” is where all great OKR strategies begin. Getting started 14 Step 1: Understand why you want to adopt OKRs 15 Step 1: Understand why you want to adopt OKRs Your organization faces a unique set of strengths, challenges, and environments. Whether you’re a global enterprise or a scrappy startup, OKRs can boost business growth by enabling: ๫Focus ๫Accountability ๫Alignment ๫Transparency ๫Engagement But OKRs aren’t about gaining a laundry list of benefits — you want to drive greater outcomes with this simple, but effective methodology. Let’s explore how each core benefit translates to better results for your organization. 16 Step 1: Understand why you want to adopt OKRs Focus By helping hundreds of high-growth companies successfully implement OKRs, we’ve learned organizational focus is the most desired benefit of OKRs. Productive, innovative teams often lack focus because in today’s modern operating environment, “busy” is often confused with “effective.” While there’s always something new to be done, the OKR framework ensures work focuses on priorities as opposed to unproductive or futile tasks. Accountability Even if your organization is the most focused, you won’t accomplish much if your goals aren’t connected. OKRs are a system of public ownership, assigning stakeholders for progress. When supported by the right OKR platform, OKRs ensure you and your team’s work contributes to overarching goals. 17 The public format of OKRs builds a culture of trust and transparency, increasing the consistency of your teams’ efforts and empowering them to commit to your strategic objectives. Alignment Alignment eliminates time, energy, and resource waste. OKRs foster alignment by removing silos and connecting employees to company and function-level objectives. As OKRs display your organization’s strategic direction — showcasing top-down initiatives from each function — work funnels towards the same objectives, increasing the potency and potential of everyone's contributions. Transparency While OKRs promote transparency, they also could not survive without it. Knowing the purpose behind high-level decisions, the company’s goals, and the projects your teams are working on makes organizational efficiency easier to achieve. Step 1: Understand why you want to adopt OKRs 18 Additionally, transparency is symbiotic with other OKR benefits. Visibility into organizational processes improves your teams’ focus and promotes accountability, making alignment and motivation a breeze. Moreover, real-time progress transparency condenses feedback loops, allowing you to adapt to changing conditions quickly and efficiently. Engagement OKRs empower individual contributors with the power of choice. By shifting the focus of the organization to the “why” behind work, teams can establish "how” their work is accomplished. This democratization of decision-making motivates employees to go all-in on the OKR process. As a result, team engagement improves, as employees better understand how their work impacts progress at every level. Step 1: Understand why you want to adopt OKRs 19 Step 2: Get buy-in from leadership and teams 20 Step 2: Get buy-in from leadership and teams You can spend all day planning out the perfect OKR implementation — without organizational buy-in, it may be a waste of time. Conceptually, you can’t roll out OKRs if stakeholders don’t support them. After gaining leadership interest, you’re ready to focus on your teams. This doesn’t mean going in heavy-handed to involve everyone uploads/Management/ 2023-okrs-guide.pdf