We can thank Google for making OKRs as popular as they are today, but far too many teams are trying to replicate the exact way they do it—which ends up being harmful.
Let me explain.
Here's how Google scores their OKRs:
In short, 0.6/1 is considered great. 1/1 means maybe you set your goals too low. The idea behind that scoring is to push teams to be ambitious and stretch themselves. That looks great in theory, but it's really confusing in practice.
Most things in life have taught us that 100% = complete, and it's hardly natural for people to start setting goals thinking 0.7 = 100% and 1 = 200%. You will end up having different celebration scales for your OKRs and KPIs, unless you also tell your team that they'll get full bonuses for achieving 70% of the sales targets.
You often hear about Vision Statements and Mission Statements, but how are they used and what's the difference between the two? Let's find out.
OKRs are becoming the standard for setting goals, so how do you go about implementing them?
OKRs and KPIs may sometimes use the same metrics, but they have a different purpose.