OKR – could it be the next “big thing” for you?

Anna Zänkert

What is OKR and is it applicable to your job?

OKR stands for Objectives and Key Results and is a management system, typically used to manage employees.

In this system, objectives are verbalised as well as their deadline. These are matched with three to five key results, which must be measurable. 

Google famously uses the OKR framework. More than a decade ago, their objective was to have Chrome become the world’s most used browser. One key result was to have 20 million weekly active users by the end of 2008 (https://okrboard.com/blog/how-google-gained-success-with-okr/). 

In order to reach such key results, individuals and groups must collaborate, be transparent and engage in active feedback as these are the basics of OKR. Key results can be short, medium or long term. Short-term key results should be achievable within a quarter. Medium-term key results should be reachable within two quarters and long-term key results need more than 9 months to be met. 

In OKR, there are weekly, monthly and quarterly meetings to take stock. In weekly meetings, the current state is analysed and action points are derived. Medium-term and long-term key results will be discussed in monthly meetings. In quarterly meetings, short-term key results are assessed and the state of medium and long-term key results is covered.

Perhaps convinced by Google’s success, many users see more advantages than disadvantages to this system. Besides those mentioned in the picture below, additional advantages could be its function to give strategic direction, its wide field of application – e.g., even crises management – and the fact that issues can be noticed earlier than by using other frameworks.

However, everything depends on managers being committed to OKR and their transparency. When used with a group, the framework needs to be explained properly. When used with subordinates, leaders should remember that the system is used to give direction and boost motivation – therefore it should never be used to punish employees when not meeting objectives.


How about testing OKR for a personal goal before rolling it out in your team or company? It works for running a 10K, saving money or learning a new language. Be sure to give it a try.

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