Objectives and Key Results (OKRs) are a popular framework for setting strategic goals. When used effectively, OKRs can align teams around measurable goals that drive growth.
However, making mistakes when developing OKRs that reduce their effectiveness is easy. Here are the top 5 common OKR mistakes and tips to avoid them:
1. Too Many OKRs
Adding multiple OKRs to cover all the ground you want is tempting. Resist this urge - focus on identifying the 1-2 most important objectives per cycle. Too many OKRs scatter focus and reduce alignment. Stick to essential goals only.
2. Unrealistic or Vague Objectives
"Be the industry leader" or "Deliver an exceptional customer experience" are typical examples of broad objectives that are difficult to measure. Objectives should be concrete, specific, and challenging but attainable based on resources.
3. Weak Key Results
Key Results are how you track progress on the objective. Weak key results simply restate the objective or are too easy to achieve. Develop numeric, time-bound key results that define unambiguous success metrics.
4. Not Linking OKRs
The best OKR frameworks create vertical alignment from the executive level down to individual contributors. Cascading objectives into linked OKRs ensures everyone is working towards the same goals.
5. No Regular Reviews
Don’t set and forget your OKRs! Teams should review progress weekly or bi-weekly and adjust key results as needed. Regular reviews maintain engagement and highlight when objectives need modification.
Avoiding these common pitfalls will ensure your company fully leverages OKRs to drive strategic priorities and engagement across all levels. Maintaining clear, well-constructed OKRs with regular progress reviews leads to successful execution. What mistakes have you seen organizations make with Objectives and Key Results?