OKRs Guide: The Only OKR Guide You Need in 2023

OKRs Guide: The Only OKR Guide You Need in 2023

Recommended reading: How can startups successfully set up business OKRs?

What is OKR

OKR, aka Objective & Key Result, is a collaborative goal-setting methodology used by organizations, teams, and individuals to set ambitious goals with measurable results.

Some of the biggest tech companies in the world use OKRs including Google, Zynga, Upstart, and many others. OKRs were invented at Intel Corporation.
The Objective is “What do we want to achieve,” and the Key Results are “How are we going to measure the progress.”
The new generation OKR framework has one more component: “initiatives,” which are all the projects and tasks that will help you achieve your objective & key result.

History of OKRs 

  • 1954 – Peter Drucker published a book called “The Practice of Management“.  In which, he introduced the concept of MBO— Management by Objectives
  • 1970 – Andrew Grove co-founded and then CEO of Intel borrowed the idea of MBO from Peter Drucker and developed the concept of OKRs.
  • 1974: In 1974, John Doerr joined the management team at Intel and learned more about the OKR framework.
  • 1999 – John Doerr introduced OKRs at Google
  • Current Day – More and more companies are adopting OKR as an indispensable part of their company culture.


OKRs help to bring the strategic focus your team needs to drive great outcomes.

When you use OKRs, the first thing you do is to identify what are the key drivers for strategic impact, and once selected, OKRs let your team avoid costly distractions, say no to those thousand things and let them focus on what matters the most to the company.


OKRs help you build a culture of accountability as they create an outcome-based mindset and let your team be accountable for outcomes, not output. OKRs demand you to keep a single owner for a Key Result hence empowering that individual to work more autonomously and be accountable for the outcome.

Faster decision making

OKRs let your team make data-driven decisions faster as they are transparent.

With OKRs, everyone is aware of who is working on what and what is the status/progress on any goal.

With this real-time visibility, managers can also quickly identify where they should prioritize efforts in order to bring high impact.

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Frequently Asked Questions

What does OKR software refer to?

OKR software refers to specialized software tools and platforms designed to facilitate the implementation, management, tracking, and analysis of the OKR (Objectives and Key Results) framework within organizations. OKR software provides a digital solution for setting and aligning goals, tracking progress, and fostering collaboration across teams and departments.

Which is considered the best OKR software?

The “best” OKR software can vary depending on your organization’s specific needs, goals, size, and preferences. There are several well-regarded OKR software options available, each with its own strengths and features. It’s important to evaluate these platforms based on your organization’s requirements. Here are a few popular OKR software tools that are often considered among the best: Asana, WorkBoard, Perdoo, 15Five, Weekdone, Koan, Gtmhub, Betterworks and Atiim.

How do I select suitable OKR software?

Selecting suitable OKR software requires careful consideration of your organization’s needs, goals, and operational processes. Choose the right OKR software based on the Organization’s Needs, Key Features, Budget, Available Options, Demos, Trials, User-Friendliness, Integration Capabilities, Scalability, Customization Options, Support, Training, Team Consultation, References, Trial Period, Long-Term Value, Data Security and Privacy.

Should OKRs be measurable?

Yes, one of the fundamental principles of the OKR (Objectives and Key Results) framework is that Key Results should be measurable. The concept of measurability is crucial for creating clear and actionable goals that can be tracked, evaluated, and adjusted as needed. Measurable Key Results provide a tangible way to determine progress and success.

Is it essential for everyone to have OKRs?

While the Objectives and Key Results (OKR) framework can provide numerous benefits to organizations, it’s not always necessary for every individual or team to have formal OKRs. The decision to implement OKRs should be based on the organization’s goals, structure, culture, and the specific challenges it aims to address.

What is the ideal duration for setting OKRs?

The ideal duration for setting OKRs depends on various factors, including your organization’s goals, industry, project timelines, and the pace of change within your industry. There is no one-size-fits-all answer, but here are some common timeframes to consider:

  • Quarterly OKRs: Many organizations follow a quarterly OKR cycle, setting objectives and key results every three months. This shorter timeframe allows for more frequent adjustments and adaptations to changing circumstances. Quarterly cycles are especially useful in fast-paced industries and for teams working on projects with relatively short timelines. 
  • Annual OKRs: Some organizations prefer to set OKRs on an annual basis, aligning their objectives and key results with their fiscal year. This approach provides a longer planning horizon and can work well for industries with longer project timelines or less frequent changes. 
  • Biannual OKRs: For organizations that fall between the two extremes, a biannual OKR cycle (every six months) can strike a balance between flexibility and longer-term planning. 
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