Analysis
OKR
Also called objectives and key results.
OKR is a planning format that pairs a qualitative objective with a few numeric key results. It sets direction and gives a way to score progress.
How it is measured
An objective is a short statement of what you want. Each key result is a number with a start, a target, and a deadline. Teams usually score each key result on a 0 to 1 scale at quarter end.
Review OKRs by date, not by feeling. At each check-in, update the actual value, the confidence, and the blocker. A key result with no measurable data source is not a key result.
Worked example
A two-person newsletter sets the objective 'Become the go-to read for urban beekeepers'. Key results: reach 5,000 subscribers from 3,200, keep open rate above 48 percent, and publish 10 reader stories.
At quarter end subscribers reach 4,300, open rate holds at 51 percent, and stories reach 10. Scores are 0.6, 1.0, and 1.0. The mix prompts them to look at why growth lagged while engagement was strong.
How it differs
An OKR is a goal-setting format. A KPI is an ongoing measure. An OKR can be built from KPIs, but a KPI is not a goal until a target is attached.
Common errors
Writing tasks as key results. Setting targets that are certain. Having ten objectives. Never reviewing mid-quarter. Tying OKR scores to pay.
In practice
Draft one objective and three key results this week, each with a source and a number. Put them on the dashboard. Hold a 15-minute check-in every two weeks.