What Are OKRs?
Objectives and Key Results (OKRs) are a goal-setting framework that helps organisations and teams define what they want to achieve and how they will measure success. OKRs cascade from business goals down to team and individual levels, ensuring everyone works toward the same outcomes.
Objectives describe what you want to accomplish in clear, inspirational language. Key Results are the measurable indicators that show whether you have achieved your objective.
5 Common OKR Mistakes
Avoid these pitfalls when building your OKRs:
1Tasks Instead of Outcomes
OKRs describe outcomes, not tasks. Focus on the result you want, not the work required to get there. Instead of "Conduct 10 user interviews," try "Understand customer pain points in onboarding."
2Too Many Objectives
Limit yourself to 3-5 objectives per period. Too many dilutes focus and makes progress tracking difficult. Choose the most important outcomes that will move the needle.
3Unmeasurable Key Results
Key results must be quantifiable and trackable. Vague measures like "improve," "increase," or "optimise" are too ambiguous. Define specific metrics: "Increase customer satisfaction NPS from 42 to 55."
4No Connection to Business Goals
OKRs should cascade from business goals. Your team and individual OKRs must directly support higher-level outcomes, creating a connected chain from strategy to execution.
5Setting and Forgetting
OKRs require regular check-ins. Review progress weekly or bi-weekly, adjust tactics, and maintain momentum. Share wins and lessons learned openly.
Business Context
Connect your OKRs to broader business goals and define the scope.
Define Your OKRs
Create objectives with 2-4 measurable key results each.