Objectives and Key Results (OKRs) Tutorial. By Weekdone goal setting app.
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When should I start using OKRs?

  • When your company is growing and you need a new management technique to handle it.
  • When your old way of communication doesn’t work.
  • When you’re not happy with how well goal setting is implemented in your team.
  • When you’re tired of trying to make goal setting work in a spreadsheet.

I first started using OKRs when I was made a manager of an unmotivated
marketing team, and I needed a way to get them inspired again.

What are OKRs?

OKRs are:

  • a simple process for setting goals;
  • meant for setting company, department, team, and personal goals;
  • a system for connecting each goal with 3-5 measurable key results.

A good example objective could be:

Key Results

How I will accomplish it?

  • Specific: Defined and mutually understood.
  • Measurable: 0-100% progress, dollars, items, units, grade rating, project phases.
  • Achievable: Is it realistically possible to do?
  • Relevant: Is this key result important for your objective?
  • Time-bound: By what time the goal must be met?

For our objective, the Key Results could be:

Objectives (goals) should be:

  • ambitious and inspiring;
  • qualitative;
  • time-bound;
  • actionable.

Key Results should be:

  • measurable and quantifiable;
  • make the objective achievable;
  • lead to objective grading;
  • difficult but not impossible;

Why should I use OKRs?

OKRs have many benefits:

  • For Company: Mobility - OKRs suit everyone, regardless of the industry or size.
  • For Department: Productivity and accountability - OKRs help you measure and envision what success looks like.
  • For Team: Brings focus & clarity - people move together towards important goals, not small unimportant tasks.
  • For Individual: Clear communication & alignment - make sure each individual knows what is expected of them and what others are focusing on.

How to set up OKRs?

  • Step 1: Set Objectives for the next quarter.
  • Step 2: Set measurable Key Results.
  • Step 3 Update them weekly.
  • Step 4: Measure results.
  • Step 5: Give Feedback.

OKR hierarchy and alignment:

  • Top-down and bottom-up, both are OK.
  • Easier to start from Company level.
  • Lower level Objective becomes higher level Key Results.
  • Link weekly tasks to Objectives.

Implementing OKRs in a team:

OKRs have many benefits:

  1. List 3 – 5 objectives you want to strive for at each level;
  2. For each objective, list 3-4 key results to be achieved;
  3. Communicate objectives and key results to everyone;
  4. People regularly update the progress of each result;
  5. Review OKR’s regularly and set new ones.

What to avoid when starting out with setting OKRs?

OKRs have many benefits:

  • Listing too many objectives.
  • Not keeping metrics out of objectives.
  • Not including your whole team in the OKR setting process.

Need a simple
online tool for OKRs?

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    Every team needs a communication tool that makes sure you

  • know what’s going on
  • can make sure everyone understands the team’s goals and
  • can discover problems fast.

OKRs do just that.