It isn’t enough to learn what OKRs are and how they are helpful to your organization. You need to learn a few characteristics that separate good OKRs from bad ones and thus write quality OKRs.
At its core, an OKR should be measurable. It is a must to track your progress towards the set objective. There should be a quantifiable way to assess success, whether it is about a score, like eNPS, the number of customer interviews conducted, or the count of support tickets for a product.
Clarity is the key to writing good OKRs. Your team should understand every OKR you set for yourself. Your objectives and key results must be concise, clear, and practical. Not only should your objective be free from any ambiguities, but also key results must show what you are tracking and how you are tracking it with no need for an explanation.
Writing OKRs should be accepted as a challenge, with no risk or reward. Your OKR could be a stretch goal or an aspirational OKR. Stretch goals are beyond what you and your team think you can accomplish. You need not worry about hitting that 100% mark in the case of aspirational OKRs.
The most crucial part about writing quality OKRs isn’t how you write them. It is how you use your OKRs. Revisit your objectives and key results often so that they stay significant. Your team must know how you are progressing on your set objective. You should review your OKRs as part of your 1:1s or weekly stand-up meetings.
Are you looking for examples of good OKRs? Click here and access OKR Examples by Department.