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What is an OKR?

OKR stands for "Objectives and Key Results". It's a goal-setting framework used to define and track objectives and their outcomes. In the context of employee performance reviews, OKRs help in setting clear, measurable goals aligned with the company's strategic objectives. Employees set their Objectives, which are ambitious and motivating goals. These are then broken down into Key Results, specific, quantifiable actions or milestones that measure progress towards these objectives. By using OKRs, employee performance reviews can focus on assessing how effectively employees are meeting their objectives and contributing to the overall success of the organisation.

What is an Objective?

In the OKR (Objectives and Key Results) framework, an "Objective" refers to a clear, concise, and inspirational goal. It is meant to be ambitious and challenging, providing direction and motivation. Objectives set the stage for what needs to be accomplished, focusing on qualitative benefits. They are generally broad, high-level, and aligned with the organisation's vision and strategic goals. Unlike Key Results, Objectives are not quantifiable but rather describe the desired future state or outcome. For example, an Objective might be "Enhance the overall customer experience", which is then supported by specific, measurable Key Results.

What is a Key Result?

In the context of OKRs (Objectives and Key Results), a Key Result is a specific, measurable outcome used to track the achievement of an objective. It quantifies success and provides a clear benchmark for measuring progress. Key Results are typically numeric or have a clear indicator of 'done' or 'not done.' They help in focusing efforts and resources towards measurable outcomes, ensuring that the progress towards the set objective is tangible and verifiable. For instance, if an objective is to improve customer satisfaction, a Key Result could be "Achieve a customer satisfaction score of 90% by the end of Q2."


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