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1 | OKR SPREADSHEET | This spreadsheet allows small teams to manage set, track, and align their goals using the OKR framework. To use this spreadsheet, if you have a Google account, login and make a copy, if you don't have a Google account you can download this as an Excel file. This sheet contains instructions, definitions of essential terms and links to OKR resources. "Company OKRs", "Team OKRs", and "Employees" can be found using the tabs below. | ||
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3 | by Perdoo | |||
4 | Description | How it works in this spreadsheet | ||
5 | What is OKR? | OKR (Objectives & Key Results) is a goal management framework invented by Intel and later popularized by Google. | This spreadsheet offers a simple way to manage OKRs in a small team. If you're a team with 25+ employees, it gets increasingly complex to manage OKRs in spreadsheets. In this case, why not request a Demo of Perdoo? | |
6 | What are Objectives? | An Objective defines your goal. It should set a clear direction to a point in the future. eg: 'Create an online store that sells everything' | An Objective contains a name and a percentage. The Objective percentage represents an aggregate completion of associated Key Results and is updated automatically when you update Key Results. | |
7 | What are Key Results? | Key Results are metrics with a target and are indicators that show you how you're progressing towards your Objective. Think of them like waypoints on a GPS device leading you to your destination. | Key Results include a name which must include a metric type and a target, and a percentage which indicates progress towards the target. They should be metrics you can influence, but don't have direct control over. Make sure to set ambitious targets. Achieving 70% to 80% is the goal of each Key result. Update your Key Result percentages on a regular basis as you work towards your Objective. | |
8 | What are Initiatives? | Initiatives are the things you need to do to influence your Key Results and are things you directly control. These can be things like "run an advertising campaign" or "update a hiring process". Anything task-based that you think will influence your Key Results can be tracked as an Initiative. | Initiatives include a name and a percentage. Just like Key Results, these should be updated regularly. Unlike Key Results, completing an Initiative does not the increase the percentage of an Objective since Initiatives are simply tasks, not indicators of success. | |
9 | How often should I set goals? | Most companies set their OKRs on a strategic annual cadence and tactical quarterly cadence. Other cadences are possible, depending on how fast things move in your organization. | The current timeframe (e.g. Q2 2017) is defined at the top of the Company OKRs tab. When moving to the next timeframe, OKRs that last longer than a quarter can simply be copied and pasted to the next quarter's OKR spreadsheet. | |
10 | Should everyone set OKRs? | We recommend OKRs are set on a company and a team level. Setting OKRs on an individual level is possible but not recommended to most organizations. However, every employee can and should work on Initiatives that support team OKRs. | ||
11 | Learn more about OKRs: | The Ultimate Guide to OKR (by Henrik-Jan van der Pol) | Get your FREE Perdoo account | |
12 | How to write great OKRs (by Perdoo) | |||
13 | Radical Focus by Christina Wodke | |||