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Harness the Power of
OKRs for Your Business
What are OKRs?
OKR stands for Objectives and Key Results, a planning and
goal setting technique famously used by Google, Intel,
LinkedIn, and other top companies.
OKRs define ambitious goals and the measurable steps you can
take towards achieving them.
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
Sample OKR
Objective: Become the #1 rated iOS Photo Editing App
Key Result 1: Conduct survey to identify 10
most-requested features
Key Result 2: Launch 5 of the most
requested features by Dec 30
Key Result 3: Conduct 10 user tests to
identify UX issues
Key Result 4: Show 50% improvement in
UX satisfaction via customer survey
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
OKRs are:
1. Ambitious.
Your OKRs should make you a
little uneasy. Think big and set
aggressive goals, and be
satisfied if you hit 60 – 70% of
your target.
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
2. Measurable.
Dates, percentages, dollar amounts — every Key Result needs
to have a number attached to it so progress is measurable.
OKRs are:
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
3. Shared.
The entire company should
be able to see everyone
else’s OKRs, not just
managers or executives.
This promotes clearer
communication and
collaboration between
individuals and
departments.
OKRs are:
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
4. Graded.
Use your results data to
grade each KR on a scale
from 0 – 1. (If your KR was
to speak at 6 industry
events and you spoke at 3,
your grade is 0.5.) You can
then average your grades
for an overall Objective
grade.
OKRs are:
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
While OKRs are set at the company, team, and
individual levels, they should all connect to each
other and support overarching goals.
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
Company Objective: Increase brand recognition and awareness
	
   Key Result 1: Increase media engagement by 20%
Key Result 2: Launch customer referral program by September 1
Key Result 3: Expand thought leadership by placing articles on 4
industry sites with 30,000+ Alexa
Marketing Team Objective: Increase social media engagement 35%
	
   Key Result 1: ID & Establish relationships with 25 Instagram influencers
Key Result 2: Respond to new Facebook comments within 3 hours
Key Result 3: Increase followers on Facebook and Twitter by 20%
Individual Objective: Increase # of social media connections 25%
	
   Key Result 1: Establish presence on two new sites: LinkedIn & Instagram
Key Result 2: Join 5 LinkedIn Groups with at least 2,500 members each
& comment on 10 most popular discussions in each group
Key Result 3: Gain 100 Instagram followers by posting 5 photos/week
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
Step 1: Employees submit OKRs they think their department should
prioritize. Team objectives are set collectively.
How does it work?
Step 2: Employees set individual OKRs to
reflect company and department goals,
then meet with managers to negotiate
specifics.
Step 5: Use lessons learned to inform your next OKRs.
Step 3: Hold a mid-quarter check-in to
share progress and make any
adjustments.
Step 4: At the end of the quarter, grade OKRs and
report results.
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
Why Should You Use OKRs?
Every decision is made
with this question in
mind: will this get us
closer to our main
objective, yes or no?
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
1. OKRs promote discipline and focus.
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
Since all OKRs are based in numbers, you can quantify
just how far you’ve come towards reaching your goals.
2. OKRs allow for clear, measurable progress.
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
Because OKRs are public company-wide, they
promote transparency, clearer communication,
and better teamwork.
3. OKRs promote collaboration
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
They can see exactly how their individual efforts
contribute to high-level company progress.
4. Everyone knows the top priorities.
Tip: Focus on Select Objectives
Don’t have more than 5
Objectives with 4 Key
Results each. Otherwise
you’ll stretch yourself too
thin and won’t make real
progress.
Don’t bite off more than
you can chew!
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
OKRs are not for performance evaluations. If you set an
aggressive goal and don’t meet it, you aren’t punished, nor are
bonuses given for meeting or exceeding OKRs.
OKRs should encourage your team to be bold. Make it clear to
your entire team exactly how OKRs fit into the big picture.
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
Tip: Avoid Needless Anxiety
Award-­‐winning	
  Collaboration	
  &	
  Project	
  Management	
  Software
Brought	
  to	
  you	
  by
Wrike.com	
  	
  Where	
  Work	
  Gets	
  Done.	
  
Click to learn how to integrate OKRs
with your company’s process
What’s your next step?
You’ll find:
✓ All the nitty-gritty details on OKRs that you’ll need.
✓ Implementation tips from Silicon Valley tech giants.
✓ A step-by-step guide to lead your team through the
OKR process from start to finish.

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Power Your Business with OKRs

  • 1. Harness the Power of OKRs for Your Business
  • 2. What are OKRs? OKR stands for Objectives and Key Results, a planning and goal setting technique famously used by Google, Intel, LinkedIn, and other top companies. OKRs define ambitious goals and the measurable steps you can take towards achieving them. Wrike.com    Where  Work  Gets  Done.  
  • 3. Sample OKR Objective: Become the #1 rated iOS Photo Editing App Key Result 1: Conduct survey to identify 10 most-requested features Key Result 2: Launch 5 of the most requested features by Dec 30 Key Result 3: Conduct 10 user tests to identify UX issues Key Result 4: Show 50% improvement in UX satisfaction via customer survey Wrike.com    Where  Work  Gets  Done.  
  • 4. OKRs are: 1. Ambitious. Your OKRs should make you a little uneasy. Think big and set aggressive goals, and be satisfied if you hit 60 – 70% of your target. Wrike.com    Where  Work  Gets  Done.  
  • 5. 2. Measurable. Dates, percentages, dollar amounts — every Key Result needs to have a number attached to it so progress is measurable. OKRs are: Wrike.com    Where  Work  Gets  Done.  
  • 6. 3. Shared. The entire company should be able to see everyone else’s OKRs, not just managers or executives. This promotes clearer communication and collaboration between individuals and departments. OKRs are: Wrike.com    Where  Work  Gets  Done.  
  • 7. 4. Graded. Use your results data to grade each KR on a scale from 0 – 1. (If your KR was to speak at 6 industry events and you spoke at 3, your grade is 0.5.) You can then average your grades for an overall Objective grade. OKRs are: Wrike.com    Where  Work  Gets  Done.  
  • 8. While OKRs are set at the company, team, and individual levels, they should all connect to each other and support overarching goals. Wrike.com    Where  Work  Gets  Done.  
  • 9. Company Objective: Increase brand recognition and awareness   Key Result 1: Increase media engagement by 20% Key Result 2: Launch customer referral program by September 1 Key Result 3: Expand thought leadership by placing articles on 4 industry sites with 30,000+ Alexa Marketing Team Objective: Increase social media engagement 35%   Key Result 1: ID & Establish relationships with 25 Instagram influencers Key Result 2: Respond to new Facebook comments within 3 hours Key Result 3: Increase followers on Facebook and Twitter by 20% Individual Objective: Increase # of social media connections 25%   Key Result 1: Establish presence on two new sites: LinkedIn & Instagram Key Result 2: Join 5 LinkedIn Groups with at least 2,500 members each & comment on 10 most popular discussions in each group Key Result 3: Gain 100 Instagram followers by posting 5 photos/week Wrike.com    Where  Work  Gets  Done.  
  • 10. Step 1: Employees submit OKRs they think their department should prioritize. Team objectives are set collectively. How does it work? Step 2: Employees set individual OKRs to reflect company and department goals, then meet with managers to negotiate specifics. Step 5: Use lessons learned to inform your next OKRs. Step 3: Hold a mid-quarter check-in to share progress and make any adjustments. Step 4: At the end of the quarter, grade OKRs and report results. Wrike.com    Where  Work  Gets  Done.  
  • 11. Why Should You Use OKRs? Every decision is made with this question in mind: will this get us closer to our main objective, yes or no? Wrike.com    Where  Work  Gets  Done.   1. OKRs promote discipline and focus.
  • 12. Wrike.com    Where  Work  Gets  Done.   Since all OKRs are based in numbers, you can quantify just how far you’ve come towards reaching your goals. 2. OKRs allow for clear, measurable progress.
  • 13. Wrike.com    Where  Work  Gets  Done.   Because OKRs are public company-wide, they promote transparency, clearer communication, and better teamwork. 3. OKRs promote collaboration
  • 14. Wrike.com    Where  Work  Gets  Done.   They can see exactly how their individual efforts contribute to high-level company progress. 4. Everyone knows the top priorities.
  • 15. Tip: Focus on Select Objectives Don’t have more than 5 Objectives with 4 Key Results each. Otherwise you’ll stretch yourself too thin and won’t make real progress. Don’t bite off more than you can chew! Wrike.com    Where  Work  Gets  Done.  
  • 16. OKRs are not for performance evaluations. If you set an aggressive goal and don’t meet it, you aren’t punished, nor are bonuses given for meeting or exceeding OKRs. OKRs should encourage your team to be bold. Make it clear to your entire team exactly how OKRs fit into the big picture. Wrike.com    Where  Work  Gets  Done.   Tip: Avoid Needless Anxiety
  • 17. Award-­‐winning  Collaboration  &  Project  Management  Software Brought  to  you  by Wrike.com    Where  Work  Gets  Done.   Click to learn how to integrate OKRs with your company’s process What’s your next step? You’ll find: ✓ All the nitty-gritty details on OKRs that you’ll need. ✓ Implementation tips from Silicon Valley tech giants. ✓ A step-by-step guide to lead your team through the OKR process from start to finish.