Question 1

What are OKRs?

Accepted Answer

OKRs (Objectives and Key Results) are a goal-setting framework used to define measurable goals and track outcomes. An Objective is a qualitative, inspiring goal that describes what you want to achieve. Key Results are 2-5 quantitative metrics that measure progress toward the objective. OKRs were popularized by Intel and Google and are now used by thousands of organizations worldwide.

Question 2

What is the difference between OKRs and KPIs?

Accepted Answer

KPIs (Key Performance Indicators) measure ongoing performance of existing processes and are typically maintained quarter over quarter. OKRs are aspirational goals designed to drive change and improvement, usually set for a specific time period. KPIs tell you how you are performing; OKRs tell you where you want to go. The best organizations use both: KPIs to monitor health metrics and OKRs to drive strategic initiatives.

Question 3

How many OKRs should a team have per quarter?

Accepted Answer

Teams should have 3-5 objectives per quarter, each with 2-5 key results. Fewer is better since focus drives results. Having too many OKRs dilutes attention and reduces the likelihood of achieving any of them. Individual contributors typically have 2-3 objectives. If everything is a priority, nothing is a priority.

Question 4

Should OKRs be achievable or aspirational?

Accepted Answer

OKRs should be ambitious but not impossible. Google uses two types: committed OKRs (expected to be fully achieved, 100% completion) and aspirational OKRs (stretch goals where 60-70% achievement is considered success). Most organizations aim for a 70% achievement rate on OKRs. If you consistently hit 100%, your OKRs are not ambitious enough.

Question 5

How often should OKRs be reviewed?

Accepted Answer

Set OKRs quarterly with weekly check-ins and monthly reviews. Weekly check-ins are brief confidence updates (on track, at risk, off track). Monthly reviews involve deeper analysis of progress, blockers, and adjustments. End-of-quarter reviews assess final results and inform the next quarter's OKRs. Some organizations use annual OKRs with quarterly milestones.

Question 6

Should OKRs be tied to compensation or bonuses?

Accepted Answer

Most OKR experts recommend against directly tying OKRs to compensation. When OKRs affect bonuses, people set conservative goals instead of ambitious ones, undermining the framework's purpose. Instead, use OKRs for alignment and focus while using separate performance evaluation criteria for compensation decisions. Some organizations use OKR achievement as one input among many.

Question 7

How do you cascade OKRs from company to team to individual?

Accepted Answer

Start with company-level OKRs that reflect strategic priorities. Teams then create their own OKRs that contribute to company objectives. Individual OKRs should connect to team goals. Avoid rigid top-down cascading; instead, allow teams to define how they will contribute. About 60% of OKRs should be bottom-up, with 40% aligned to top-down company priorities.

Question 8

What are common mistakes when implementing OKRs?

Accepted Answer

Common mistakes include setting too many OKRs, writing key results as tasks instead of outcomes, not reviewing OKRs regularly, treating OKRs as a performance evaluation tool, setting easily achievable goals, not connecting individual OKRs to company strategy, and abandoning the framework after one imperfect quarter. OKRs take 2-3 quarters to implement well.

OKR Template (Objectives and Key Results)

OKR Planning Worksheet

OKR Scoring Guide

Objective 1

Objective 2

Objective 3

Weekly OKR Check-in

Quarter-End Reflection

How to Write Great OKRs

Writing Objectives

Writing Key Results

Common Traps

Implementation Tips

Related Resources

Related Resources

Frequently Asked Questions

HR by the numbers