The word OKR stands for objectives and key results. They combine a goal and a metric to determine a measurable outcome. They are used as a simple tool to create alignment and engagement around measurable goals.
Each contributor’s OKRs describe the focused results each group will need to achieve in order to support Threshold.
Key Results are a set of metrics that measure your progress towards an objective. Make them quantitative and measurable with a number, so you will be able to easily define their progress.
To help measure them, we can use tools like the OKR Scorecard, like this one used by Google:
Here we have a resource similar to this one, in a Google spreadsheet:
1) OKRs are not a to-do list
Use OKRs to measure if you are adding value, not if you are delivering tasks. You can create a to-do list around how you will complete key results if this helps you break them down. But if you start using OKRs as your to-do list you might start feeling slightly disheartened at the end of each day when you haven’t ticked much off. OKRs run over entire quarters in most companies and are bigger goal measurements than a task board.