Que sont les OKR (objective key results)? What makes them so effective, and how can an organization like yours successfully implement them? In this article, we’ll define OKRs, explore their positive impact and look at the steps organizations need to take to adopt them, and the common pitfalls to avoid. Then, together, we’ll analyze the corporate cultures that are conducive to OKR implementation, identify the tools and platforms for getting started, and recommend some further reading on the subject.
What is an OKR?
OKRs (objective key results) are defined as a framework for setting objectives. This powerful framework has been successfully adopted by many organizations in a variety of sectors – from start-ups to Fortune 500 companies. Made popular by Intel and Google, the OKR framework involves setting clear, measurable goals, then regularly tracking progress towards these goals using key results. OKRs are recognized for their ability to improve focus, alignment and commitment within organizations.
The benefits of OKRs
OKRs are said to be extremely effective, but why? Here are the three major benefits of implementing an OKR framework.
Benefit no. 1: greater focus and alignment
OKRs help organizations stay focused on what’s most important. By setting clear, measurable objectives and tracking progress towards them, teams stay focused on the things that matter most, and avoid getting bogged down in distractions. This improves efficiency and productivity, and delivers better results.
Benefit no. 2: improved engagement
When employees understand the organization’s objectives and how their work fits into a wider context, they are more likely to be motivated and committed to their work. OKRs provide a clear framework that enables employees to understand how their efforts contribute to the organization’s success, thus fostering commitment and ownership.
Benefit no. 3: greater transparency
When objectives and key results are clearly defined and regularly monitored, everyone in the organization has a clear view of the work in progress and the progress being made. This fosters a sense of responsibility and collaboration among employees, and makes it easier to identify areas where additional resources may be needed.
The impact of OKRs
Here’s an overview of the impact you can expect after implementing the OKR framework within your organization.
Before adopting an OKR framework
- Lack of focus and alignment: It’s not always easy to know which projects are the most important, or how they fit into the organization’s broader objectives. This frequently results in wasted effort and resources, and a lack of progress towards key objectives.
- Lack of vision: Without a clear framework for setting and monitoring objectives, it’s difficult for employees to understand how their work fits into a wider context. This leads to a lack of commitment and ownership, as well as a disconnect between the organization’s various departments and teams.
- Working in silos: Before implementing OKRs, it’s not uncommon for organizations to feel scattered and disconnected, with their teams working in silos and struggling to make real progress.
After adopting an OKR framework
- Increased focus and performance: With clear, measurable objectives and key results in place, teams stay focused on the most important work and make progress towards key goals. This leads to improved efficiency and productivity, and better results.
- Greater commitment and motivation: By providing a clear framework for understanding how work fits into the organization’s wider objectives, OKRs help to improve employee commitment and ownership. So, when a team member understands the objectives and how their work contributes to them, they become more invested in their work and are motivated to succeed.
- Optimum collaboration: Once OKRs are in place, everyone has visibility of what is being done and how progress is being made. This fosters a sense of responsibility and collaboration. The OKR framework also helps to break down silos and encourage cross-functional collaboration. By setting clear organization-wide objectives, teams are able to see how their work fits into the company’s wider goals, and can work together to achieve these objectives.
The impact of OKRs is undeniable, but the process of implementing them can be complex. Let’s take a look at how some organizations have successfully adopted this framework.
- Spotify: The music streaming company has been using OKRs since 2013, and credits the framework with helping it grow rapidly while staying focused and aligned with its goals. Spotify’s OKRs are organized into three levels: company, group and team. Each team has a set of OKRs which are linked to the wider objectives of the group and the company. The company organizes an annual “hack week” during which teams are encouraged to experiment with new ideas and technologies using the OKR framework.
- LinkedIn: The professional networking platform has been using OKRs since 2010 and has found the framework to be a useful tool for keeping teams focused and aligned on goals. LinkedIn’s OKRs are organized into three levels: company, department and team. The company has a “Goal Alignment” tool that helps teams define and track OKRs, and has seen positive results from its use of the framework.
- Adobe: The software company has been using OKRs since 2015 and has found the framework to be an effective way of driving innovation and focus. Adobe’s OKRs are organized into four levels: company, business unit, team and individual.
- Airbnb: Airbnb has implemented OKRs as a way of staying focused on its most important objectives and driving innovation. The company has a dedicated “OKR team” that helps teams define and monitor OKRs, and has seen positive results from using this framework.
- HubSpot: The marketing and sales software company has been using OKRs since 2011, and credits the framework with helping it stay focused and aligned with its objectives. HubSpot’s OKRs are organized into three levels: company, department and team. Each team defines its own OKRs, which are linked to the broader objectives of the department and the company.
OKR implementation
In order to implement the OKR framework within your company, it is essential to consider certain elements. You’ll also want to avoid the following common pitfalls.
Emerging practices
- Management involvement: To ensure the successful implementation of OKR within the organization, it is essential that management is fully committed to the process. This means that senior managers must actively participate in defining and monitoring OKRs, and adopt the behaviors and attitudes necessary for the framework’s success.
- Clear communication: Clear communication is essential when it comes to OKRs. It’s important that all members of the organization understand the goals and objectives, and how their work fits into the overall context. Regular checks and progress updates can help ensure that everyone is on the same wavelength and working towards the same goals.
- Clear, measurable objectives: Objectives must be clear, measurable, achievable, relevant and time-bound (SMART). Key results must be quantifiable and controllable, so that progress can be easily measured. This ensures that targets are meaningful and achievable, and that progress can be accurately tracked.
- Keep it simple: It’s important to keep things simple when it comes to OKRs. Objectives must be clear, of course, but you must also avoid setting too many, as this can lead to confusion and dilute concentration. It’s better to focus on a few key objectives and monitor progress towards them, rather than trying to tackle too many things at once.
Mistakes to avoid
- Lack of buy-in: Without the support of key stakeholders, it’s difficult to get the framework off the ground and maintain it over time.
- Lack of ownership: Without a sense of ownership, it can be difficult to maintain momentum and achieve results.
- Vague or unrealistic goals: If goals are too vague or unrealistic, it can be difficult to track progress and achieve success.
- Too many objectives: It’s better to keep things simple and focus on a few key objectives, rather than trying to tackle too many things at once.
- Insufficient resources: OKRs require resources to succeed, including time, money and personnel. If organizations don’t allocate the necessary resources to support OKRs, it can be difficult to achieve the expected results.
What type of corporate culture is conducive to the adoption of an OKR framework?
An OKR-friendly corporate culture is one that values focus, transparency, accountability and continuous improvement. Here are some key characteristics of a well-adapted culture, as well as those of a culture that is not conducive to OKR principles.
Favorable characteristics
- Clear goals and objectives: A culture conducive to OKR values the setting of clear, measurable goals and objectives, and the regular monitoring of progress towards these objectives. This helps teams stay focused and aligned on these objectives, and ensures that resources are used efficiently.
- Open communication: OKRs are based on open and honest communication between teams and departments. A culture that values transparency and encourages employees to share their ideas and concerns is well suited to OKRs.
- Collaboration: OKRs can help break down silos and encourage cross-functional collaboration. A culture that values teamwork and encourages employees to work together towards common goals is well suited to OKRs.
- Continuous improvement: OKRs are designed to encourage continuous improvement and progress towards key objectives. A culture that values continuous learning and growth, and encourages employees to continually strive for better results, is well suited to OKRs.
- Accountability: OKRs hold teams and individuals accountable for achieving specific results. A culture that values empowerment and holds employees accountable for their work is well suited to OKRs.
Unfavorable characteristics
- Risk aversion: OKRs involve setting ambitious goals and taking calculated risks in order to make progress. A culture that values caution and risk aversion may not be suited to OKRs.
- A rigid hierarchy: OKRs are based on open communication and collaboration between teams and departments. A hierarchical culture that values strict lines of authority and discourages open communication may not be suitable for OKRs.
- Bureaucracy: OKRs require a certain level of flexibility and agility to be effective. A culture bogged down in bureaucracy and rigid processes may not be suited to OKRs.
- Short-term goals: OKRs are designed to encourage progress towards long-term goals. A culture that focuses solely on short-term results may not be suited to OKRs.
- Top-down decision-making: OKRs rely on teams and individuals taking ownership of their work and being accountable for achieving specific results. A culture that values top-down decision-making and does not allow employees to take ownership of their work may not be suitable for OKRs.
Who are the main OKR ambassadors?
John Doerr: John Doerr is a venture capitalist and author who has championed the OKR framework. He introduced this framework at Intel and Google, and has worked with many other organizations to implement OKRs.
Rick Klau: Rick Klau is a venture capitalist and former product manager at Google who strongly encouraged the use of the OKR framework. He has written extensively on OKRs and has worked with many organizations to implement this framework.
Jeff Gothelf: Jeff Gothelf helps organizations create better products and leaders create the cultures that enable better products. He is the co-author of the award-winning book Lean UX and the Harvard Business Review Press book Sense & Respond.
Larry Page: Larry Page is the co-founder of Google and a fervent supporter of the OKR framework. In his view, OKRs have helped Google stay focused and aligned with its objectives as it has grown and evolved.
Andy Grove: Andy Grove was Intel’s CEO and is credited with popularizing the OKR framework within the company. He described this framework in his book High Output Management, which has become a classic of business management.
5 must-read OKR books
Measure What Matters by John Doerr: This book is a comprehensive guide to the OKR goal-setting framework, written by the Silicon Valley venture capitalist who introduced the methodology at Google in the 1990s.
The Four Disciplines of Execution by Chris McChesney, Sean Covey and Jim Huling: This book teaches the four disciplines of execution (focus, lag, act and learn), which are designed to help organizations achieve their most important goals.
The One Thing by Gary Keller and Jay Papasan: This book teaches the importance of focus and how to define and achieve your most important goals.
Smarter Faster Better by Charles Duhigg: This book explores the science of productivity and how to improve it using various techniques and strategies.
Atomic Habits by James Clear: This book teaches how to build good habits and break bad ones in order to achieve your goals more effectively.
OKR tools and platforms
Due to the growing popularity of the OKR framework, a multitude of tools and platforms are available for organizations wishing to get off to a good start and fully adopt this framework. Here are the eight most popular.
- Asana: Asana is a project management and collaboration platform that includes features specifically designed for tracking OKRs, such as a dedicated OKR view and the ability to link OKRs to specific tasks and projects.
- BetterWorks BetterWorks is a performance management platform that includes OKR tracking features such as the ability to define and track company, team and individual OKR progress, as well as the ability to link OKRs to specific tasks and projects.
- Microsoft Viva Goals: Microsoft Viva Goals is a goal management and tracking tool that is part of the Microsoft Viva platform. Viva Goals is designed to help organizations set and track goals, align established OKRs with corporate objectives, and measure progress towards them.
- Weekdone: Weekdone is a performance management platform that includes OKR tracking features such as the ability to define and track company, team and individual OKR progress. It also includes integrations with other productivity tools such as Google Workspace and Slack.
- Workboard: Workboard is a platform that includes OKR tracking features such as the ability to define and track company, team and individual OKR progress. It also includes integrations with other productivity tools such as Google Workspace and Microsoft Teams.
- Lattice: Lattice is a performance management platform that helps organizations define and track objectives using the OKR methodology. With Lattice, teams can define, track and measure progress against OKRs, and receive feedback and advice from managers and other stakeholders.
- 15Five: 15Five is a performance management platform that includes OKR tracking features such as the ability to define and track company, team and individual OKR progress. It also includes integrations with other productivity tools such as Google Workspace and Slack.
- Perdoo: Perdoo is an OKR tracking platform that includes features such as the ability to define and track the progress of company, team and individual OKRs, as well as the ability to link OKRs to specific tasks and projects. It also includes integrations with other productivity tools such as Google Workspace and Slack.
Are you ready to implement the OKR framework?
Are you curious to find out more about the OKR framework and how it can benefit your organization? We invite you to register for our OKR frame courses. Our experts will guide you through the process of implementing OKRs in your organization and provide you with practical strategies for making the most of this powerful framework.
Find out more about our courses and register now:
- OKR – The Fundamentals & in Practice is an online training course that teaches you how to use this framework to align your company’s objectives with those of your employees. It will also enable you to discover OKRs at your own pace and obtain two internationally recognized certifications: OKR – Certified Professional and OKR Master Certified Professional. The course is hybrid, comprising individual online assignments and online group workshops. It is aimed at anyone wishing to understand management by OKR objectives, whether they are executives, employees, product managers, HR managers, managers, coaches, consultants or PMOs. – For more information
- OKR Coach is an online training course aimed at people involved in OKR adoption, such as OKR Leaders, OKR Champions, OKR Masters, change agents, consultants, coaches and product managers. It will teach you the fundamental elements for a successful OKR transformation at the level of an organization or several teams. It will include online sessions, exercises and reading to teach you the postures and skills needed to become an OKR coach, how to initiate an OKR culture, how to build and run OKR training courses, and how to initiate and run OKR deployments. – For more information
