Understanding OKRs: An Introduction for Companies and Executives

Google OKRs

Welcome to the first installment of our comprehensive blog series on Understanding OKRs (Objectives and Key Results). In today's fast-paced and dynamic business environment, organizations are constantly seeking effective frameworks to align their teams, set meaningful goals, and drive measurable outcomes. OKRs have emerged as a popular and powerful tool for achieving these objectives.

In this series, we will delve into the intricacies of OKRs, exploring their fundamental concepts, best practices, and real-world applications. Whether you are a business leader, manager, or team member, this series aims to equip you with the knowledge and insights needed to harness the potential of OKRs and propel your organization toward success. To thoroughly assess your current organization process status, we offer a free agile assessment for Multi-Team Agility that you can take advantage of. 


What Are OKRs?

OKRs, or Objectives and Key Results, are a goal-setting framework that originated at Intel and was popularized by Google. OKRs help individuals and organizations set ambitious, measurable goals and track progress toward achieving them.

The basic structure of an OKR includes an Objective, which is a qualitative statement of what you want to achieve, and Key Results, which are specific, measurable outcomes that will indicate whether you've achieved your Objective.


What Problems Do OKRs Solve?

OKRs can help companies of any size with alignment, focus, transparency, measurement of progress, and accountability. Below are some key challenges larger companies and executives face that OKRs can help with. 

Large Companies:

  • Misalignment of Goals: Large companies often grapple with aligning goals across various departments, leading to potential conflicts and inefficiencies. OKRs address this by ensuring all units align toward the same overarching objectives.

  • Lack of Focus: With numerous projects and initiatives, it can be challenging to prioritize effectively. OKRs provide a clear framework for focusing on what is most crucial to the company's success.

  • Insufficient Transparency: There can be confusion and a lack of coordination without a shared understanding of everyone's work. OKRs enhance transparency, as they are typically shared openly across the organization.

  • Difficulty in Measuring Progress: Tracking progress towards complex, multifaceted goals can be challenging. OKRs introduce quantifiable key results, making it easy to track progress over time.

  • Limited Accountability: Ensuring individuals and teams are responsible for their performance can be difficult without clear, measurable goals. OKRs encourage accountability by providing clear, measurable outcomes.

  • Inflexibility to Changes: Large companies sometimes struggle to adapt to changes in the business environment. Regular review and adjustment of OKRs promote agility and swift adaptation to change.



  • Challenges in Strategic Planning: Executives need effective tools for strategic planning. OKRs help define high-level objectives and key results, forming a robust strategic planning tool.

  • Communication Hurdles: Conveying strategic vision and priorities can be complicated. OKRs offer a simple and clear framework for executives to communicate their strategies to the rest of the company.

  • Issues with Empowerment: Ensuring teams take ownership of their work can be difficult. By setting OKRs, executives can empower teams to work autonomously towards company-wide goals.

  • Difficulties in Performance Evaluation: Assessing team and individual performance can be complex. OKRs provide clear criteria for performance evaluation, identifying areas for improvement, and informing decisions about promotions and bonuses.

  • Complex Decision Making: Without clear goals and measurable results, making informed decisions about resource allocation and strategic initiatives can be tough. OKRs offer a solution by providing clear goals and measurable results, leading to more informed decision-making.


Popular Companies Using OKRs

  • Google has used OKRs to align teams and set ambitious goals since its early days, contributing to its rapid growth and success. Please see this link for more info on Google and how they write OKRs.
  • LinkedIn uses OKRs to help teams focus on strategic objectives, driving innovation and growth within the organization. For a case study on OKRs at LinkedIn, please see this link.
  • Spotify has integrated OKRs into its agile product development processes, using the framework to ensure teams work towards common goals and deliver value to users. For further details about OKRs at Spotify, see this link
  • Intel employs OKRs to keep its teams aligned and maintain a culture of transparency and collaboration; for specific Intel examples, see this link


OKRs for Product Management

OKRs help product management teams align their work with company strategy, improve cross-functional collaboration, communicate effectively, measure progress, adapt to market changes, and increase accountability. By addressing these challenges, OKRs can help product teams be more effective, agile, and successful.

Here's how they help address some common challenges for companies and executives:

  1. Lack of Strategic Focus: Product teams often juggle numerous features, bugs, customer requests, and technical debts. This can lead to a lack of focus and alignment with the company's strategic goals. OKRs help product teams prioritize their work by aligning it with the most critical objectives, leading to more impactful product decisions.

  2. Poor Cross-Functional Alignment: Product teams need to work closely with sales, marketing, engineering, and other teams. Without a common set of goals, this cross-functional collaboration can be challenging. OKRs provide a shared language and framework that can improve team alignment and collaboration.

  3. Unclear Communication of Product Goals: Without clear, quantifiable goals, it can be hard for the broader organization to understand what the product team is trying to achieve. OKRs solve this problem by setting clear, measurable objectives and making communicating product goals and progress easier for stakeholders.

  4. Difficulty in Measuring Progress and Success: Understanding whether a product or feature is successful can be complex, especially when multiple metrics are involved. Key Results in OKRs provide a clear, quantifiable way to measure success, making it easier to track progress and make data-driven decisions.

  5. Inability to Adapt to Market Changes: The market can change rapidly, and product teams need to be able to adjust their plans accordingly. Regularly reviewing and adjusting OKRs allow product teams to adapt their goals and priorities in response to market changes.

  6. Issues with Accountability: Holding individuals and teams accountable for their work can be hard without clear responsibilities. OKRs, with their explicit objectives and key results, help to clarify responsibilities and promote accountability.


Product OKR example

Objective: Improve user engagement and retention for our mobile app.

Key Results:

  1. Increase Daily Active Users (DAUs) from 100,000 to 150,000 by the end of Q3.
  2. Improve user retention rate from 45% to 60% by the end of Q3.
  3. Increase the average session length from 5 to 7 minutes by the end of Q3.

This OKR's objective is broad but clear – improving user engagement and retention. The key results are specific, measurable, achievable, relevant, and time-bound (SMART), providing a clear framework for the product team to focus efforts and measure progress.

This example illustrates how OKRs can provide clear direction and measurable outcomes for product teams. By focusing on these key results, the team can drive their work towards achieving the overall objective.


Product Team OKR example

Objective: Enhance the mobile app's user experience to drive engagement and retention.

Key Results:

  1. Decrease app loading time from 5 seconds to 3 seconds by the end of Q3.
  2. Improve in-app navigation efficiency, reducing the average number of clicks to complete key tasks from 5 to 3 by the end of Q3.
  3. Increase user satisfaction score (measured via an in-app survey) from 3.5 to 4.5 out of 5 by the end of Q3.

Each key result is a measurable outcome that, if achieved, will contribute to the product-level key results (e.g., increasing DAUs, improving user retention rate, increasing average session length). In this case, the UX team's objective directly supports the product-level objective. This way, the team's work is aligned with the overall product goals, helping to ensure that everyone is working towards the same overarching objectives.



In conclusion, OKRs (Objectives and Key Results) are a powerful framework that can help organizations achieve alignment, focus, and measurable outcomes. By setting clear objectives and defining key results that are ambitious yet attainable, companies can drive their teams toward success. OKRs provide a structured approach to goal setting, ensuring everyone understands the direction and priorities. In summary, OKRs offer a structured and results-oriented approach to goal setting and performance management. When implemented effectively, they can drive focus, alignment, and accountability throughout an organization, fostering a culture of continuous improvement. By embracing OKRs, organizations can unlock their full potential and achieve meaningful results. To understand your current organization process status comprehensively, we recommend taking advantage of our free Agile assessment for Multi-Team Agility.

What's Next?

Coming up, we will be discussing how to:

  1. Set up OKRs in LAI and tracking results
  2. How to Scale OKRs (cascading)
  3. Set up Scaled OKRs in LAI and tracking results