Resources and Tips for Implementing OKRs

OKRs: Objectives and Key Results


Objectives are ambitious, and should feel somewhat uncomfortable
Key Results are measurable; they should be easy to grade with a number (at Google we use a 0 – 1.0 scale to grade each key result at the end of a quarter)
OKRs are public; everyone in the company should be able to see what everyone else is working on (and how they did in the past)
The “sweet spot” for an OKR grade is .6 – .7; if someone consistently gets 1.0, their OKRs aren’t ambitious enough. Low grades shouldn’t be punished; see them as data to help refine the next quarter’s OKRs.
OKRs are not synonymous with employee evaluations.

Customizing OKRs

Zynga’s Take on OKRs

Mark Pincus from Zynga was also shown OKRs by Doerr. Read the following for Zynga’s take.

Asana’s Take on OKRs

Other reading