Adding Key Results

To add a Key Result, click the "+" button on the right hand side of the Key Results section.

In the OKR methodology, Objectives cannot exist without specific ways to measure whether those objectives have been realized. These measurements are called Key Results.

Because they are measurements, the Key Result should be quantified with numbers - a starting number, a current number and a target number. You would also specify a "unit" to define what the numbers refer to.

For example, let's say the objective was "Diversify revenue streams to reduce risk exposure". A Key Result might be:

"10% of new revenue was sourced from Europe"

Here the unit would be "European Revenue (%)", the starting number would be, perhaps, 1%, and the target number would be 10%.

Every Key Result should have specific numeric measurements if possible. If it's really not possible to achieve this, then you can use a Yes / No type instead. The problem with Yes / No types, though, is that they are hard to track the progress of, and it's all-too-easy to confuse them with tasks.

It's important to make sure that the Key Result is actually a measurement of a result that shows evidence of the objective being met. A Key Result should not be a task. To help with this, we recommend writing the Key Result expectation in past tense, as that can help develop a mindset where you are describing consequences rather than things to do.

For example, you should not write a Key Result like this:

"Start using OKR software"

...as that is just a task, albeit a broad one. Instead you can write:

"All 15 company objectives are entered into OKR software."

...which describes a result, and a measurable result at that. Note how we use the past tense to clearly indicate that it is not a task. Tasks are tracked separately in Staff.Wiki - we'll touch on that later in this section.

While many of the Key Results will have a type of "Numeric Goal", which can be entered in by hand, there are a number of other types of Key Results that can link directly to other parts of the system, and will be updated automatically without having to go in and enter in a value. We'll run through those in the next section.

It's recommended to limit the number of Key Results to between 3 and 5 per objective, so as not to overwhelm staff with too many factors to worry about in accomplishing their work. If they're overwhelmed then the OKR may have a negative effect by "paralyzing" them and thus reducing productivity. By having a short number of clear results, team leaders will more easily be able to come up with meaningful, realistic tasks that the staff can feel they can accomplish while making a tangible contribution to their company's objectives.

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