OKR FAQs

What are OKRs and how do they work? 

OKRs stand for Objectives and Key Results. They are a goal-setting framework used to align team and organizational goals with measurable outcomes. The objective declares the bid idea “why”, and the key results are the measurable outcomes that indicate progress towards that goal. ​

What is the difference between an OKRs and KPIs​

A KPI measures the consistency of a process or an output where as an OKR identifies where that process or output should drive the business. ​

What is the difference between an OKRs and KPIs​

A KPI measures the consistency of a process or an output where as an OKR identifies where that process or output should drive the business. ​

FAQ about OKRs

Whether you’re new to OKRs or experienced, it’s useful to review some frequently asked questions. Check out our list of the most common OKR questions and answers to improve your understanding.

OKRs, or Objectives and Key Results, is a popular strategy execution method used by fast-growing startups and successful enterprises globally. It helps businesses stay focused, track progress, and prioritize tasks effectively for better performance and success. 

OKRs are a powerful way to express the goals of any organization, facilitating communication, strategy execution, and progress tracking. They can improve employee engagement, prioritize company objectives, and align the team towards a common mission and vision. OKRs are particularly valuable for rapidly growing companies and large or remote teams, providing transparency and flexibility to adapt and make changes to achieve goals.

OKRs are typically recommended to be set quarterly to ensure organizations can adapt to changing circumstances while providing enough time to achieve progress towards their objectives. This frequency also aligns with the standard business calendar and simplifies tracking progress and resource alignment. However, some organizations may choose a different frequency based on their specific needs and circumstances. 

OKR progress is measured through objectively measurable Key Results that define clear metrics and desired improvements. It’s important to update Key Results weekly to maintain focus. We suggest using Mondays to calibrate and prioritize actions that drive progress and Fridays to celebrate achievements. 

To effectively measure progress, start by identifying the data you need to track and make informed decisions. Use the next OKR cycle to establish a baseline for measuring that data. If you need an interim solution, consider how your work would differ in a positive or negative scenario. This can help you set measurable results that align with your objectives.

KPIs are like health metrics, ensuring the organization is running smoothly, while OKRs are like a journey of success, telling you where you want to go and how fast you’re getting there. OKRs are more flexible and adaptable to changing circumstances than KPIs, and they encompass a broader range of activities and goals that drive transformation.

The recommended number of OKRs for a team is usually between 3 to 5 objectives, with 3 to 4 key results per objective. However, the exact number may vary depending on the size of the team, complexity of the projects, and overall workload. It’s important to strike a balance between having enough OKRs to challenge the team while avoiding overloading them with too many goals that could result in confusion or lack of focus.