Aim high, measure what matters.
Direct answer
OKRs pair an objective, a clear and inspiring goal, with key results, measurable outcomes that show whether you reached it. Set a few per quarter, review progress regularly and focus on outcomes rather than tasks.
Example
Objective: Make onboarding delightful for new customers.
Key results:
- Raise first-week activation from 40 percent to 60 percent.
- Cut average setup time from 20 minutes to 10.
- Reach a satisfaction score of 4.5 out of 5 from new users.
Common mistakes
- Too many OKRs.
- Key results that are tasks, not outcomes.
- Setting and forgetting.
- Using them for performance punishment.
How to run them
- Set at the start of the period.
- Check progress weekly or fortnightly.
- Score honestly at the end.
- Learn and reset.
Where Teyro fits
Teyro's How to Motivate a Team course turns this into short lessons you can play in a few minutes a day. It has 50 lessons, and you can start free.
The bottom line
Fewer, clearer goals with numbers beat long lists.
