Objectives and Key Results (OKRs) Template
Connect objectives to measurable results to align with your team.
About the OKR (Objectives & Key Results) Template
Feeling fuzzy about the company strategy for the financial year? Do you worry that you’ve set yourself some unrealistic goals? Are you sensing a lack of coordination between your teams? Fear not – an OKR framework can help everyone gain clarity, focus, and structure.
OKRs exist at two main levels: strategic and operational. First, top-level management’s strategic objectives are determined. This team then works with the leadership level of each team or squad to define quarterly key results, the strongest indicators of a positive impact on those objectives. These anticipated results are then connected to initiatives: a planned action aimed at making a positive difference in a key result. Initiatives can be pitched based on research findings, data analysis, or suggestions from team brainstorms. By prioritizing which initiatives can best drive key results, you can then build out a roadmap.
Keep reading to learn more about OKR (Objectives & Key Results) templates.
What is an OKR?
OKRs are Objectives, and their related Key Results. An OKR (Objectives & Key Results) helps businesses focus on solving their most important organizational problems. As a framework, OKRs help leadership teams discuss how the work of single individuals connects back to the overall business strategy. OKRs should be transparent to everyone: top-down, bottom-up, and cross-functional. When everyone’s looking at the same framework, everyone has the opportunity to work toward the same outcomes.
Objectives are the antidote to “blue sky thinking” – they aim to help you articulate what you want to achieve. An objective is significant, concrete, and drives you to get things done.
Key results explain how you’ll get those things done. Specific and measurable, these quantitative goals act as benchmarks for how you’ll reach an objective. (Think outcomes or results in real numbers.)
When to use an OKR
You and your team team can use OKRs to:
Clarify major goals according to department or discipline
Communicate clearly and focus on what’s important for cross-functionality
Practice transparency and simplify big ideas, so everyone understands how they contribute to bigger company goals and priorities
Sets up indicators for measuring progress, so that teams can adapt and adjust to change
Focus efforts, so everyone stays aligned and cross-collaborative, and turns competitive initiatives into combined and consolidated efforts
Teams that commit to completing OKRs should ideally point their stakeholders to results based on funding allocated per quarter. The goal is to reduce risk, yet still set ambitious, bold quarterly goals, and focus on results over outcomes while putting value for both customer and business front and center.
Create your own OKRs (Objectives & Key Results)
Creating your own OKRs is about defining your key metrics, then bringing your team on board to raise the visibility of this framework company-wide. It’s easy to make them, and Miro’s whiteboard tool is the perfect canvas to create and share it. Begin by selecting the OKR Template, then take the following steps to make your own.
Here’s how to get started:
Map out your team hierarchy.
You can edit the text inside the shapes to add the names and titles of the people in your organization.
Figure out the primary objectives driving your company or team.
Let your team define these, and be prepared to negotiate any trade-offs to keep objective-setting on track.
Write down 1-3 key results that measure your ability to reach that objective.
Think beyond one kind of Key Performance Indicator – what are the different factors that contribute to success?
Write down 1-2 objectives.
You can use stickies for each objective — just keep it concise.
Run your team or company through the OKR definition process.
Adjust your ambition level according to team maturity and level of risk you think they can accommodate. They should be out of their comfort zone, but not at risk of losing their confidence.
Brainstorm some OKRs with your team, based on your company’s overall objective.
Remind your team that they’re not being judged purely on achievements. The goal is to aim for something bigger, and be thoughtful in how to attain that goal.
Review and finalize OKRs with your team.
OKRs are best used as aspirational markers, not specific deliverables. Keep a close eye on team performance, not just outputs or new iterations of projects.
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