🎯 OKRs & Goal Setting

Setting and tracking objectives that align teams and drive results.

What are OKRs?

• Objective — Qualitative, inspiring goal ("Where do we want to go?")
• Key Results — Quantitative, measurable outcomes ("How do we know we're there?")

OKR format

Objective: [Inspiring, qualitative statement]
  KR1: [Metric] from [current] to [target]
  KR2: [Metric] from [current] to [target]
  KR3: [Metric] from [current] to [target]

Example

Objective: Deliver a world-class onboarding experience
  KR1: Reduce time-to-first-value from 7 days to 2 days
  KR2: Increase onboarding completion rate from 60% to 85%
  KR3: Achieve onboarding NPS of 50+

OKR principles

• 3-5 objectives per quarter, with 2-4 key results each
• Key results must be measurable — no "improve" or "enhance"
• Aim for 70% achievement — if you hit 100%, goals were too easy
• OKRs are not tied to performance reviews
• Review progress weekly, score quarterly

Scoring

Score	Meaning
0.0 - 0.3	Failed to make progress
0.4 - 0.6	Made progress but fell short
0.7 - 1.0	Delivered strong results

Common mistakes

• Too many OKRs (focus dilution)
• Key results that are tasks, not outcomes
• Setting OKRs and never reviewing them
• Top-down only — no team input
• Confusing OKRs with KPIs (OKRs drive change, KPIs track health)