To capture the ambitions of your organization, you must have a maximum of 5 objectives with between 3 and 5 key results each. Limiting the number of targets between 3 and 5 is best. OKRs are designed for shorter, more impactful objectives. Every goal must have a deadline.
In general, you should have 1 to 5 objectives, each with between 3 and 5 key results. But this isn't set in stone. As much as we admire Vivino's approach, most organizations will send OKRs in cascade to most, if not all of the organization's leaders. We found that between 3 and 8 objectives per leader per quarter is the right thing to do, and that each objective has 1 to 5 key results.
You can add members and guest users to each goal and key result card; of course, invited users can only see the cards to which they have been added. If you discover that many of your objectives are actually initiatives, there may be an opportunity to consolidate them into a results-oriented objective. Teams and business units may have a more limited scope when it comes to setting objectives, since theirs will depend mainly on the department or management team they support.
Christina Wodtke, an American businesswoman and OKR expert, advises that companies have a key objective and results.
Objectives where your staff and teams can unite, in a way that captures your imagination about what might be possible.The objectives, developing safety training material, completing the safety guide, and implementing new safety protocols are not really objectives.
