OKR (Objectives and Key Results) is a goal-setting framework in which an objective states what you want to achieve and two to five key results define, with numbers, how you will know you achieved it.
Why it matters
OKRs align teams around the same priorities and make progress visible. Because key results are measurable and time-boxed, usually per quarter, they turn vague ambitions into checkable outcomes and encourage ambitious targets. OKRs are normally reviewed during the quarter, with progress scored at the end and lessons carried into the next cycle. They are shared openly so teams can see how their work connects to company goals.
Example
Objective: Make onboarding effortless. Key results: raise activation rate from 30 to 45 percent; cut median time to first project from 20 to 8 minutes; reach a support-ticket rate below 5 per 100 new users.
Common mistakes
- Writing key results as tasks, such as "launch a new tutorial", instead of outcomes.
- Setting too many objectives so nothing is prioritized.
- Linking OKR scores directly to pay, which pushes people toward safe targets.
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