How to Set Good OKRs With Examples

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Learn how to set good OKRs. This video features both good and bad OKR examples so you can start creating aspirational goals for your company.
0:24 What are objectives and key results?
0:51 What makes a good objective
1:18 What objectives are not
1:55 A good objective example
2:30 What should key results be?
2:41 What key results are not
3:10 Good examples of key results
3:55 Examples of good and bad OKR
5:48 Implementing OKRs
Looking to stay aligned with your company's OKRs? Weekdone is an OKR tool for managers and employees to track progress, focus on what matters, and move everyone in a unified direction. Weekdone lets managers know what's happening in their teams and gives feedback to employees. It's a hassle-free feedback system with weekly status reports and reviews of long-term quarterly goals that can help you align every step of the goal-setting process.
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Access our resource materials at: weekdone.com/r...
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See more OKR examples at okrexamples.co

[@AnantharajP-iw5tl]

Well and clearly explained..

[@ppublicurination]

My boss sent me here.

[@weekdone]

The struggle! Bwhaha not as fun when your forced to learn, but hopefully you'll get into it. As always let us know if you need help :D

[@janetakosuaagyekum2374]

Same

[@sergeimcnulty7656]

Same

[@mohsenmahdavi3516]

OKR is the best method to achieve the best key result.

[@ScribblebytesWorldwide]

Okrrrr! Cardi B brought me here.

[@scottdelinger1]

Not all OKRs are necessarily aspirational. Some are committed or operational.

[@OurVideoful]

0:24​ What are objectives and key results? 0:51​ What makes a good objective 1:18​ What objectives are not 1:55​ A good objective example 2:30​ What should key results be? 2:41​ What key results are not 3:10​ Good examples of key results 3:55​ Examples of good and bad OKR 5:48​ Implementing OKRs

[@alexililin8024]

Simple and clear explanation, thanks a lot~!

[@biplovbijoychamuah9711]

don't you think for example 1 "Make your company go viral" is rather a bad objective as it is not timebound?

[@OrganizationalEngineering]

Aside from not being timebound, it is also hard to measure but sometimes it is ok to have a less than "perfect" objective if your key results provide the additional clarity.

[@Plinko99]

Shun the non believer

[@thesharepointhelpdesk]

I thought it was just me that thought this.

[@EstherKhaphathe]

Good video thanks a lot for showing us all of this is interesting

[@selmachavez4780]

Thank you! Could you helpme please.... What is the difference between KPI and OKRs

[@weekdone]

Hi Selma we have a video specifically on this topic for you! kzbin.info/www/bejne/b2K3aZaDrp12l7s

[@ltdan-117]

Achieve record growth is bad simply because you are going to lose the aspirational aspect. MAKE MORE MONEY THAN EVER is really lame ... and you know what the one for next quarter will be? You guessed it. MAKE MORE MONEY!

[@TheKayakCrew]

Awesome, this explained the difference between Objectives, key results and tasks really well.

[@u-n-k]

Your voice is barely louder than the stupid background music

[@alejkun4923]

Hi. I think the positive examples are binary and contradict your non-binary rule. Sure they have some numbers in them, but ultimately it's either 1 or 0, achieved or not achieved. I understand you meant they should have specific measurable conditions instead, so just nitpicking. I appreciated the explanation a lot, i found it quite clear and to the point! Thank you!

[@young-ceo]

thx

[@esuus]

So how do projects ("start a new line of business") fit into the framework?

[@derekkelly485]

I’m new to this as well and was wondering the same thing

[@weekdone]

Projects (aka initiatives) will drive the progress of the Key Results. In a nutshell, a project is what you do and KRs measure the impact that your activities are having on your business. It's about separating effort and value. It wouldn't matter how many projects a team completes if these projects don't drive changes in customer behavior. So the OKR methodology helps to keep your eyes on the prize and never forget what you are trying to achieve. In Weekdone you would separate your outcomes (KRs) and outputs (initiatives) and put them under separate tabs, here's a little more on this topic: blog.weekdone.com/introducing-initiatives-for-okrs/

[@mustafaSARIEL]

Can OKR use for learning language? I think answer: Yes. I going to try in 2022.

[@markoc5156]

Nicely done, but was easier to watch at 1.25 speed.

[@Plinko99]

Why do you not explain your buzz words? "Aspirational" for instance is not only not self evident but interchanged with the other buzz word "inspiring." I don't understand your explanation, which I think is a "Key Result" in your system. Maybe I'm wrong, but if you're company is promoting "purpose," "inspiration," "achievement," etc... shouldn't you take greater care to provide explanations instead of focusing on examples? At which level in a franchise retail outlet is the Objective to be set? What's the role for determining that? How do you know that your Objective is purposeful and inspirational? I work for a company that has a low personal satisfaction rating among its employees, which is getting worse owing to increasing security measures, and I've seen the company spend over 2 million dollars on their KZbin channel to get less than 100k views over 5 years. As such claiming that "getting the company to go viral

[@Plinko99]

Is an "inspiring and purposeful" objective doesn't seem accurate to me. All of these objectives are to "move the company forward" but why does that only take the firm of increasing sales and advertising metrics? Why would "pleasure taken in the company's employment" not be an example? Take for instance, the promotion message of the OKR "system." It is promoted as being something that is valuable in ways other than merely increasing revenue, market share, and popularity. So why does the okr system seek to differentiate itself from goals rather than contributing to the perfectly clear and vast information reservoir of the goal making / achieving system in common use since the 70s in corporate America?

[@Mark-ej4uf]

we have to cultivate every day of this autumn like it will lasts forever.

[@studyonly3747]

Very helpful video, thank you for sharing your knowledge

[@weekdone]

Glad to hear that you find it valuable!

[@mohammadgholamrezaie]

عالی بود

[@justthej]

Very clear. Thank you.

[@odedroesler]

Very good and helpful video

[@weekdone]

Glad you found it helpful. Let us know if you would want any more OKR content specifically.

[@samarsaadany2201]

Amazing one, I have watched some videos and had some questions like what determines the objective really and it distinguished and this video answered it perfectly

[@weekdone]

It feels amazing to know we shed clarity on this topic! Thank you for the feedback!

[@dreamlist3610]

Thank you so much

[@kumaraakash25]

Frame 1:13 when setting the objectives section, what is the difference between Is it timebound and is the Objective annual or quarterly?

[@weekdone]

Hi Aakash, to answer your question every objective should have a time frame in general. OKR methodology would suggest that your Objective be set to be quarterly, but you can also set yearly OKRs. We suggest setting quarterly first since they help drive focus in the short term and are easy to adjust as needed. The annual or quarterly was mentioned to follow up on that point. Hope this helps. You can find even more information on OKRs here: weekdone.com/resources/objectives-key-results/

[@OrganizationalEngineering]

The timeframe for an OKR doesn't have to be quarterly or annual. in fact, one of the most famous examples of an OKR is KZbin's objective to have a billion hours per day of views over a 4 year period. I actually find that when you create OKRs for a longer duration, you can make them more challenging and they become more motivational (which is a huge part of why you do them)

[@scottharvey509]

Thanks this is a good video. I've read other OKR material that also speak to "Committed" type objectives (vs. Aspirational as only one type of possible objectives). It would be good to expand the content of this video to also speak on this other type of objective, as Committed objectives have their place in the OKR framework as well. One value that Committed objectives bring (among others) is that they bring organizational alignment and focus, along with accountability, which drives velocity and increases the probability of accomplishing a Committed objective. By achieving these type of objectives at higher success rates, the value that Committed OKR's bring is significant, acting as a catalyst that propels organizations to achieve their company business plans and goals.

[@weekdone]

Very good point! We do have a blog post that discusses the difference between committed and aspirational OKRs. You are right that committed OKRs to have a place. blog.weekdone.com/the-difference-between-committed-and-aspirational-okrs/

[@JohnsonJohnny399]

so good!

[@sooo0kie]

OK lah...

[@suhermanto5757]

thanks

[@ntcuong01ct1]

Dear Friends, We always see positive OKR means always growing. So is there any case where OKR has a negative value?. If yes, please give an example?. Thank you.

[@weekdone]

Hi! It's a good question. OKRs can have a negative value when they are not done correctly. For example, a lot of companies who start using OKRs never really learn the right principles and do not follow the best practice process. What happens as a result of that is they do not set any real or good OKRs and people are very confused around what and why should they do. It can bring conflicts and demotivated people. For example, one wrong use of OKRs is forcing every employee to set their own OKRs while they should actually be set on the team level. Individual OKRs can drive individualism, micromanaging, and demotivation, people can hate the OKRs eventually. So OKR implementation can be negative if companies do not put in the right effort to learn and use best practices. It's not only the problem of OKRs, every organizational change needs thought through preparation and leading. Let us know if you have any other questions!

[@prashantparmar9071]

Good video. Nice work.