OKRs (objectives and key results) explained
The objective is qualitative and inspiring. The key results are numbers. Teams usually set OKRs every quarter and share them openly so everyone can see how their work connects.
OKRs work best when key results measure outcomes, such as "weekly active users up 20%", not tasks, such as "launch a newsletter".
Try it today
- Write one objective for the next quarter.
- Add three key results you can measure without debate.
- Score progress every week or two and adjust your plans, not the targets.
Where it comes from
OKRs grew out of Andy Grove's management practice at Intel. John Doerr, who learned them there, introduced them to Google's founders in 1999 and described the story in Measure What Matters (2018).
Frequently asked questions
- What is OKRs?
- OKRs are a goal-setting framework that pairs an ambitious objective, what you want to achieve, with two to five measurable key results that show whether you got there.
- Where does OKRs come from?
- OKRs grew out of Andy Grove's management practice at Intel. John Doerr, who learned them there, introduced them to Google's founders in 1999 and described the story in Measure What Matters (2018).
- How do I start with OKRs?
- Write one objective for the next quarter. Add three key results you can measure without debate. Score progress every week or two and adjust your plans, not the targets.
- Which tools help with OKRs?
- Tools in our directory that help include Notion, Asana, ClickUp, Linear. Each has its own page with pricing, pros and cons.