OKR
A goal-setting framework using Objectives and Key Results to drive alignment.
Also: Objectives and Key Results
Definition
OKR (Objectives and Key Results) is a collaborative goal-setting framework used to define ambitious objectives and measurable key results that indicate progress toward those objectives. Objectives are qualitative, inspirational, and time-bound (usually quarterly), while key results are quantitative metrics that signal achievement. OKRs cascade from organizational to team and individual levels, creating alignment and transparency across the organization.
Example
“The product team set an OKR with the objective 'Deliver a world-class mobile experience' and key results including a 4.5+ app store rating and a 20% increase in daily active users.”
Usage Examples
- 1
“The team applied okr best practices to improve their performance management outcomes significantly.”
- 2
“Understanding okr is essential for anyone building a career in HR & People.”
When & How to Use
Use 'OKR' when working in Performance Management contexts where okr (objectives and key results) is a collaborative goal-setting framework used to define ambitious objectives and measurable key results that indicate progress toward those objectives.
- ▸Applying okr principles during a performance management project or initiative
- ▸Explaining okr to a junior team member or stakeholder unfamiliar with HR & People
- ▸Evaluating options or proposals using okr as a decision-making criterion
Etymology & Origin
The term 'OKR' derives from professional usage and entered HR & People professional usage as the field formalised in the 20th century.
History & Evolution
The concept of okr has evolved alongside HR & People. Early practitioners relied on informal methods; structured approaches emerged with the professionalisation of performance management in the mid-20th century. Today, okr is a standard part of HR & People practice globally.
Synonyms
- goal-setting framework
- objective framework
- targets and key results