On setting objectives and key results
12 Feb 2014
I ran across this last night. It’s an hour long presentation on how Google sets “objectives and key results” that was quite interesting.
Some of the takeaways:
- The idea is to set objectives and key results. The key results are directly measurable. They must have a binary (e.g. a product was launched, or it wasn’t), or else a number and a time frame.
- Objectives are set by mutual agreement between individuals and managers.
- Objectives are set as “stretch goals.” When a person measures their result against the Key Result, they should be in the 60% to 70% range. Lower than 50%, and there’s a problem. Higher than 70%, and the objective didn’t stretch you enough.
- This system (OKR, objective & key result) is NOT a performance review.
- Objectives/Key results set quarterly and generate weekly work choices.
- OKRs are transparently available to everyone within the organization.
How do you set goals in your org?
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