Setting objectives and key results (OKRs) is a popular framework that helps companies implement and execute strategies. It is important to ensure that the key results are specific, measurable, achievable, actionable, objectively evaluated, and difficult but not impossible. The key results are the measures and milestones that indicate how you know you will achieve the goal. To achieve the annual objectives, you must decide which team or teams will be responsible for achieving a particular key outcome.
In addition to setting objectives, key results and initiatives, it is also important to carry out weekly OKR checks. Key activity-based results usually begin with verbs such as launch, create, develop, deliver, build, implement, define, release, test, prepare and plan. It may be best to reformulate and separate these key results into separate sets for two different objectives. The group's key results should reflect a big change that will be noticed if 70 to 80% of the goal is reached. The difference between OKR and Scrum is like the difference between a part and a whole.
The objectives and key results provide a broader framework while Scrum focuses primarily on micromanagement. We recommend starting with an OKR workshop in which all the key stakeholders responsible for the company's strategy first seek employee opinions on what they think the top priorities should be and then collect them. It is important to remember that if you could achieve your goal without completing your key results, your key results probably aren't the right milestones. To ensure that you're closer to meeting your goals, remember to rate your key results. Each of the 3 to 5 key outcomes can also have different initiatives aimed at defining the work needed to maintain progress on those key outcomes. Saying that “you'll write more blog posts” sounds more like an objective than a key result, so be careful with your writing.
