What is OKRs (Objectives & Key Results)?
OKRs are a goal-setting framework that defines what you want to achieve (Objectives) and how you'll measure progress (Key Results).
OKRs are a goal-setting framework that defines what you want to achieve (Objectives) and how you'll measure progress (Key Results). Popularized by Intel and Google, OKRs align teams around measurable outcomes.
Objectives are qualitative, ambitious statements of what you want to achieve. Key Results are quantitative, measurable milestones that indicate progress toward the objective.
Example: Objective: "Become the go-to tool for CTOs evaluating technical debt." Key Results: (1) 5,000 PDI assessments completed, (2) 200 advisory conversations booked, (3) 50 enterprise sign-ups.
OKRs work best when: 70% achievement is considered success (they should stretch), they're set quarterly, they're transparent across the organization, and achievement doesn't determine compensation (otherwise people sandbagging).
Why It Matters
OKRs prevent the activity trap — being busy without making progress. By forcing teams to define measurable outcomes, OKRs reveal whether work is actually moving the needle or just consuming hours.
Frequently Asked Questions
What are OKRs?
OKRs (Objectives and Key Results) are a goal-setting framework. Objectives describe what to achieve. Key Results are measurable milestones that indicate progress. Used by Google, Intel, and most modern tech companies.
How many OKRs should a team have?
3-5 objectives per quarter, each with 2-4 key results. More than 5 objectives means nothing is a priority.
Related Terms
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