How to formulate OKR correctly

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It is necessary to create goals that are ambitious enough for the entire team, but at the same time achievable. It is important that the goal correlates with the current position of the company. It is difficult to enter the global market if you have just launched a startup. Although - the above-mentioned Steve Jobs would argue with this statement.

When formulating goals, it is important to make them sri lanka whatsapp phone number interesting and not boring, so that employees themselves want to achieve them. At the same time, they must be transparent and understandable.



For example, an organization needs to increase the number of clients. The goal might sound like this: "Increase the client base by 30%."


Key results should be specific and unambiguous. Their clarity will help employees understand how they will contribute to achieving the goals.



For example, to increase the customer base by 30%, it is necessary:
work through negative feedback;
change the loyalty program;
think through the conditions for returning old clients.


Key results aren’t just checkboxes on a roadmap. They represent the value each employee can bring to the team to achieve the goal. They also show the progress of the team, related departments, or the entire company.

To clearly formulate a goal, you need to answer the question “what do we want to get?”

Key results, in turn, can be formulated after answering the question “what needs to be done to achieve this goal?”

There is no point in creating OKRs for ten years at once — this system is about closer goals. Allocate no more than four goals. And up to five key results for each of them. Otherwise, teams will start to scatter, and this never leads to anything good.