OKR is not a hype and consists of two parts

[mstakh.i.mom.i]

Objectives and Key Results (OKR) as a buzzword and framework sets and measures goals within the company. One topic is the effective alignment for common goals, usually triggered by the question of what the effect of the trains or teams should be and, as a central element of agility, can generate a high impact and effectiveness with the support of OKRs.

objective
Since our founding in 2016, we have been using OKR to align our activities insurance email list and impact with our strategy and goals. Despite continuous adaptation and experimentation, the goal has not yet been fully achieved, but so far it has been very satisfactory.

Reading tip: Introducing OKR

Construction


Objectives describe the qualitative aspects of what is to be achieved and what the goal is. Key results are the quantitative part of the OKR and show for each objective how these are to be achieved and how they can be measured. Experience shows that many companies, especially management teams, are less concerned with the what that needs to be defined for the strategy and more concerned with the how. OKRs help to ensure that the what is achieved is dealt with consciously and communicated in an appropriate form.

The objectives should be ambitious and the target achievement should be between 70 and 90 percent. Anything above this means that the objectives are not ambitious enough; anything below 70 percent will not be penalized and the information will be used to question why the objectives are not being achieved.