— 3 min read

Years ago, many Weekdone OKR goal-setting service users were asking us to add support for goals and objectives to improve how their teams work. Leaders want employees to base their plans on company and team objectives and to have those in front of them at all times. Employees want clarity from their managers on which directions they should be moving to, while at the same time having freedom to choose the details of the personal path. Team leads want to set their goals based on larger department and company goals. That's what Weekdone does.

But how to connect objectives with measurable results? At Weekdone we chose to add support for Objectives and Key Results – OKR's. You can now easily use Weekdone to set, monitor and communicate your company, team and personal objectives and their progress – why not try it out?

Learn how to Implement OKRs from the free ebook “Objective and Key Results: The Book”

OKR is one of the best methods in the field of setting and monitoring team and personal goals. Introduced to Google by their VC John Doerr, OKR's became a cornerstone of making Google management successful. You can read more on our objectives and key results resources page.

To learn what OKR's are about, find some time and listen to this lecture given by Rick Klau, partner at Google Ventures and ex product Manager at Google. Then head to Weekdone Academy OKR tutorial that explains OKR usage, shows some OKR examples and provides you with good OKR templates. If you then need a tool to manage OKR's, sign up for Weekdone OKR software free trial.

Here are the key learnings, as described by Rick:

  • Objectives are ambitious, and should feel somewhat uncomfortable
  • Key Results are measurable; they should be easy to grade with a number (at Google we use a 0 – 1.0 scale to grade each key result at the end of a quarter)
  • OKRs are public; everyone in the company should be able to see what everyone else is working on (and how they did in the past)
  • The “sweet spot” for an OKR grade is .6 – .7; if someone consistently gets 1.0, their OKRs aren’t ambitious enough. Low grades shouldn’t be punished; see them as data to help refine the next quarter’s OKRs.

We recently also did a nifty "Introduction to OKR's" infographic / poster that explains history, some quotes from famous users and best practices.

You can read more about OKR's on Weekdone Objectives and Key Results tutorial and examples page.

Signing up for Weekdone OKR software is free, so go give it a try here.

More useful OKR materials: