How are OKRs set and measured?
OKRs are set by defining clear, measurable key results for each objective. The progress towards these key results is then tracked and reviewed regularly. The frequency of setting and reviewing OKRs depends on the pace of change in the business.
How are OKRs different from the planning and target setting we already do?
OKRs are different because they are not just about setting targets but also about aligning the entire organisation towards achieving these targets. They are meant to be ambitious and challenging, and they are regularly reviewed and updated.
What are some common OKR myths?
Some common myths include: OKRs are just another name for Management by Objective (MBO), OKRs are an additional burden to existing work, and OKRs should be linked to incentives, bonuses, and other financial rewards.
Should all OKRs be shared publicly?
Transparency is key to OKR success, but a small subset around sensitive topics like finances may be kept partially private if necessary. However, the vast majority of OKRs should be open to encourage alignment and prevent silos.
How many OKRs should a team or individual set?
There is no fixed number, but it's recommended to focus on a few key objectives to maintain focus and avoid spreading resources too thinly.
