├── .gitignore ├── Basic.md ├── CODE_OF_CONDUCT.md ├── CONTRIBUTING.md ├── Commitment-Square.md ├── How_to_set_OKRs.md ├── LICENSE ├── README.md ├── Videos.md ├── Weekly_Status_Email ├── Worksheet.md └── examples ├── PhotoEditingApp.md ├── README.md ├── SampleCompany.md ├── Uber.md └── Youtube.md /.gitignore: -------------------------------------------------------------------------------- 1 | # Byte-compiled / optimized / DLL files 2 | __pycache__/ 3 | *.py[cod] 4 | 5 | # C extensions 6 | *.so 7 | 8 | # Distribution / packaging 9 | .Python 10 | env/ 11 | build/ 12 | develop-eggs/ 13 | dist/ 14 | downloads/ 15 | eggs/ 16 | .eggs/ 17 | lib/ 18 | lib64/ 19 | parts/ 20 | sdist/ 21 | var/ 22 | *.egg-info/ 23 | .installed.cfg 24 | *.egg 25 | 26 | # PyInstaller 27 | # Usually these files are written by a python script from a template 28 | # before PyInstaller builds the exe, so as to inject date/other infos into it. 29 | *.manifest 30 | *.spec 31 | 32 | # Installer logs 33 | pip-log.txt 34 | pip-delete-this-directory.txt 35 | 36 | # Unit test / coverage reports 37 | htmlcov/ 38 | .tox/ 39 | .coverage 40 | .coverage.* 41 | .cache 42 | nosetests.xml 43 | coverage.xml 44 | *,cover 45 | 46 | # Translations 47 | *.mo 48 | *.pot 49 | 50 | # Django stuff: 51 | *.log 52 | 53 | # Sphinx documentation 54 | docs/_build/ 55 | 56 | # PyBuilder 57 | target/ 58 | -------------------------------------------------------------------------------- /Basic.md: -------------------------------------------------------------------------------- 1 | # OKR 2 | Objective - Key Results (**OKR**) are used to tell the direction of a business and how to get there. 3 | OKRs are made up of a high level objective, a more detailed description of why that objective is important, a summary of how the objective aligns with the broader goals of both the person’s team and the company, and the three to five key results that will help them achieve that goal. 4 | 5 | From the mission & vision, you can derive your Objectives and the Todos are the things you do to achieve your Key Results. 6 | 7 | They should be **public**. 8 | 9 | ### Infographic 10 | ![Weekdone Infographic](https://blog.weekdone.com/wp-content/uploads/2014/07/OKR-infographic.png) 11 | 12 | [Credits - Weekdone](https://blog.weekdone.com/introduction-okr-objectives-key-results/?utm_source=resources.weekdone.com&utm_campaign=resources) 13 | 14 | ### Objectives 15 | - Ambitious 16 | - Uncomfortable 17 | - Qualitative 18 | 19 | ### Key Results 20 | - Measurable: They should be easy to grade 21 | - Quantitative 22 | - They can be based on: 23 | - Growth 24 | - Engagement 25 | - Revenue 26 | - Performance 27 | - Quality 28 | 29 | ## Rules 30 | 1. Set them annually and quartely. 31 | - A quarter and a year are timeframes in which you really can achieve something. The same timeframes are also used to evaluate companies 32 | 2. Don't have too many. 33 | - 5 Objectives with 4 Key Results each is your maximum per quarter. 34 | - Having more will only distract you from what really needs to be done. 35 | 3. Make them challenging. 36 | - Research demonstrates that people who set challenging targets achieve more. 37 | - Expect to get to 70-80% of your challenging target. 38 | 4. A KR must have a number. 39 | - Number enable objective evaluation and create a learning process. 40 | 41 | # Grading 42 | - Only Key Results get graded. An Objective's grade is the average of its Key Results. 43 | - A good Key Result always enables objetive grading. 44 | - Objective grading is necessary for **learning**. 45 | - Grading shall **never** be used for employee evaluation. 46 | 47 | ### Guidelines for Grading 48 | - Use a scale from 0 to 1. 49 | - Getting to 70-80% of your target will result in a .7 or .8 grade. 50 | - Grade your OKRs at the beginning of the next quarter. 51 | - If you constantly score a 1, your OKRs were not challenging enough. 52 | - You should score a .7 or .8 53 | - Lower grades should not be punished. 54 | 55 | # Common Mistakes 56 | - You set too many OKRs per quarter. 57 | - You set OKRs for a week or a month. 58 | - You set a metric-driven Objective: The Objective needs to be inspirational, a call-to-action for all the people in the company. 59 | - Your Key Results are tasks, not results. 60 | - You don’t set confidence levels. 61 | - You use the four-square as a status, not as a conversation. 62 | - You Make OKRs part of the performance review. 63 | - There is the risk for sandbagging. 64 | - Why would you gamble your livelihood on bold goals when you can set goals you can actually meet. 65 | 66 | ## Examples 67 | 1. You sell barbeques online. 68 | - You want to grow revenue to 1 million this quarter (**objective**). 69 | - Rank Top 3 in Google's Search Results for 'buy barbeque' 70 | - Run a 20%- discount-campaign in 2 national newspaper 71 | 72 | ## Summary 73 | - Objective: Tell you where to go 74 | - Key Results: Tell you how to get there 75 | -------------------------------------------------------------------------------- /CODE_OF_CONDUCT.md: -------------------------------------------------------------------------------- 1 | # Contributor Code of Conduct 2 | 3 | As contributors and maintainers of this project, and in the interest of 4 | fostering an open and welcoming community, we pledge to respect all people who 5 | contribute through reporting issues, posting suggestion / requests, updating 6 | documentation, submitting pull requests or patches, and other activities. 7 | 8 | We are committed to making participation in this project a harassment-free 9 | experience for everyone, regardless of level of experience, gender, gender 10 | identity and expression, sexual orientation, disability, personal appearance, 11 | body size, race, ethnicity, age, religion, or nationality. 12 | 13 | Examples of unacceptable behavior by participants include: 14 | 15 | * The use of sexualized language or imagery 16 | * Personal attacks 17 | * Trolling or insulting/derogatory comments 18 | * Public or private harassment 19 | * Publishing other's private information, such as physical or electronic 20 | addresses, without explicit permission 21 | * Other unethical or unprofessional conduct 22 | 23 | This Code of Conduct applies both within project spaces and in public spaces 24 | when an individual is representing the project or its community. 25 | 26 | Instances of abusive, harassing, or otherwise unacceptable behavior may be 27 | reported by contacting a project maintainer. 28 | All complaints will be reviewed and investigated and will result in a response that 29 | is deemed necessary and appropriate to the circumstances. Maintainers are 30 | obligated to maintain confidentiality with regard to the reporter of an 31 | incident. 32 | 33 | This Code of Conduct is adapted from the [Contributor Covenant][homepage], 34 | version 1.3.0, available at 35 | [http://contributor-covenant.org/version/1/3/0/][version] 36 | 37 | [homepage]: http://contributor-covenant.org 38 | [version]: http://contributor-covenant.org/version/1/3/0/ 39 | -------------------------------------------------------------------------------- /CONTRIBUTING.md: -------------------------------------------------------------------------------- 1 | # Contribution Guidelines 2 | This project is made under a [Code of 3 | Conduct](https://github.com/domenicosolazzo/awesome-okr/blob/master/CODE_OF_CONDUCT.md). By participating you agree to abide by its terms. 4 | _____ 5 | Please ensure your pull request adheres to the following guidelines: 6 | 7 | ### About Content 8 | - Search previous suggestions before making a new one, as yours may be a duplicate. 9 | - Make sure your list is useful before submitting. That implies it having enough content and every item a good succinct description. 10 | - A link back to this list from yours, so users can discover more lists, would be appreciated. 11 | - Titles should be [capitalized](http://grammar.yourdictionary.com/capitalization/rules-for-capitalization-in-titles.html). 12 | - Use the following template: 13 | ``` 14 | [Name](link) 15 | 16 | **Description:** Some awesome description. 17 | ``` 18 | 19 | - Link additions should be added to the bottom of the relevant category. 20 | - New categories or improvements to the existing categorization are welcome. 21 | - Start the bio with a capital and end with a full stop/period. 22 | - Check your spelling and grammar. 23 | - Make sure your text editor is set to remove trailing whitespace. 24 | 25 | #### About Pull Request 26 | 27 | - Make an individual pull request for each suggestion. 28 | - The pull request and commit should have a useful title. 29 | Example: `[category]: some description of content added` for other changes please see: [semantic commits](http://seesparkbox.com/foundry/semantic_commit_messages) 30 | 31 | And finally, Thank so much! for your contribution!! 32 | -------------------------------------------------------------------------------- /Commitment-Square.md: -------------------------------------------------------------------------------- 1 | # Commitment square 2 | Source: [ElegantHack](http://eleganthack.com/monday-commitments-and-friday-wins/) 3 | 4 | ### Monday's 5 | Every monday, company and teams should analyze progresses and roadblocks againsts the OKRs. 6 | The format used in this document is called Commitment square. 7 | 8 | An example: 9 | 10 | ![Image](https://media.licdn.com/mpr/mpr/p/8/005/05c/337/3b67e4d.jpg) 11 | [Credits - ElegantHack](http://eleganthack.com/monday-commitments-and-friday-wins/) 12 | 13 | ##### Commitment square 14 | It has four sections. 15 | - **Upper Left**: Intention for the week 16 | - what are the 3-4 most important things you must get done this week toward the Objective? 17 | - **Lower Left**: Forecast for month 18 | - What should your team know is coming up that they can help with or prepare for? 19 | - **Upper Right**: Status toward OKRs 20 | - If you set a confidence of 5 out of ten, has that moved up or down? 21 | - Have a discussion about why. 22 | - **Lower Right**: Health Metrics 23 | - Pick two things you want to protect as you strive toward greatness. 24 | - What can you not afford to eff-up? Key relationships with customers? 25 | - Code stability? 26 | - Team well-being? 27 | - Now mark when things start to go sideways 28 | - Discuss it. 29 | 30 | - It is a conversation tool 31 | - Do the priorities lead to meeting OKRs? 32 | - Why is confidence dropping? 33 | - Are we prepared for major new efforts? 34 | - Are we burning out our people, or letting hacks become part of the code bases? 35 | - The CEO shows the one at company level 36 | - Each team should present their own 37 | - Make room for discussion 38 | 39 | ### Friday's 40 | - Friday's are for winner 41 | - All teams demo whatever they can 42 | - Company should provide cake, beer or whaterver necessary to celebrate accomplishments. 43 | -------------------------------------------------------------------------------- /How_to_set_OKRs.md: -------------------------------------------------------------------------------- 1 | # How to set OKRs 2 | Source: [ElegantHack](http://eleganthack.com/a-meeting-to-set-okrs/) 3 | 4 | It describes how to set OKRs at company level. 5 | First of all, It involves taking a hard look at your company, and it involves having a ton of difficult conversations about making choices about where the company should go 6 | 7 | # Before the meeting 8 | 1. Few days before the meeting, solicit all the employees to submit the Objective they think the company should focus on 9 | 2. Give a very small window to do it: 24 hours should be ok. 10 | 3. Someone should collect and bring forward the best & most popular objectives 11 | 4. Set aside 4.5 hours: 2 sessions with 30 minute break 12 | - Goal: Cancel the second session. Stay focused 13 | 5. Each exec should 1 or 2 objective to bring to the meeting 14 | 6. Have the best employee objectives written down in Post-It notes. 15 | 16 | # At the meeting 17 | The meeting must be run with execs 18 | 19 | 1. Keep the meeting small: less than 10 people 20 | 2. It must include Sr. executive team 21 | 3. Take away phones and computers 22 | 4. Place the post-its up on the wall. 23 | - Combine duplicates 24 | - Look for patterns that suggest people are worried about a particular goal. 25 | - Combine similar Objectives. 26 | - Stack rank them. 27 | - Finally, narrow them down to three. 28 | 5. Discuss. Debate. Fight. Stack rank. Pick. 29 | 6. All the members of the exec team have to freelist as many metrics as they can think of to measure the Objective. 30 | - Freelisting is a Design Thinking technique. 31 | - It means to simple write down as many ideas on a topic as you can 32 | - One per post-it 33 | - Give the team 10 minutes 34 | 7. Affinity map of the metrics 35 | - It is a Design Thinking technique 36 | - All it means is you group post-its with like post-its. 37 | - e.g If two people both write DAU (Daily Active Users), you can put those on top of each other. 38 | - Dau, Mau, Wau are all engagement metrics: you can put them next to each other. 39 | - You can pick your three types of metrics. 40 | - Write KRs as: "X first", 41 | - i.e. “X revenue” or “X acquisitions” or “X DAU” . 42 | - It’s easier to first discuss **1)**what to measure, **2)**what the value should be and **3)** if it’s really a “shoot for the moon” goal. 43 | - Take a **usage metric**, **revenue metric**, **satisfaction metric** 44 | 8. Set the values of KRs 45 | - Make sure that they are "shoot for the moon". 46 | - Confidence level at 50% 47 | - Challenge each other: 48 | - Is someone sandbagging? 49 | - Is someone playing safe? 50 | - Is someone foolhardy? 51 | - Now, it is time for debate and not halfway through the quarter. 52 | 9. Take 5 minute to discuss the final OKR 53 | - Is it the Objective aspirational and inspirational? 54 | - Do the KRs make sense? 55 | - Are they hard? 56 | - Can you live with this for a full quarter? 57 | -------------------------------------------------------------------------------- /LICENSE: -------------------------------------------------------------------------------- 1 | Creative Commons Legal Code 2 | 3 | CC0 1.0 Universal 4 | 5 | CREATIVE COMMONS CORPORATION IS NOT A LAW FIRM AND DOES NOT PROVIDE 6 | LEGAL SERVICES. DISTRIBUTION OF THIS DOCUMENT DOES NOT CREATE AN 7 | ATTORNEY-CLIENT RELATIONSHIP. CREATIVE COMMONS PROVIDES THIS 8 | INFORMATION ON AN "AS-IS" BASIS. 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Affirmer understands and acknowledges that Creative Commons is not a 120 | party to this document and has no duty or obligation with respect to 121 | this CC0 or use of the Work. 122 | -------------------------------------------------------------------------------- /README.md: -------------------------------------------------------------------------------- 1 | # Awesome OKR [![Awesome](https://cdn.rawgit.com/sindresorhus/awesome/d7305f38d29fed78fa85652e3a63e154dd8e8829/media/badge.svg)](https://github.com/sindresorhus/awesome) 2 | A curated list of resources about OKRs 3 | 4 | OKR are the best practice of setting and communicating company, team and employee objectives and measuring their progress based on achieved results. 5 | It is used in several companies like Google, Netflix, Zynga, LinkedIn, Twitter and it make it easier to align all the employees around the company mission and vision. 6 | 7 | ## Table of Contents 8 | - [Basics](#basics) 9 | - [Slides](#slides) 10 | - [Videos](#videos) 11 | - [Books](#books) 12 | - [Articles](#articles) 13 | - [Guides](#guides) 14 | - [Research papers](#research) 15 | - [OKRs Templates](#templates) 16 | - [OKR Examples](#examples) 17 | - [Software](#software) 18 | - [Contributing](#contributing) 19 | - [Code of Conduct](#code-of-conduct) 20 | - [License](#license) 21 | 22 | ## Basics 23 | 24 | - [Basic of OKR](https://github.com/domenicosolazzo/practice-okr/blob/master/Basic.md): Basic concepts about OKRs. 25 | - [Worksheet OKR template](https://github.com/domenicosolazzo/practice-okr/blob/master/Worksheet.md): A worksheet for starting the planning of OKRs 26 | - [Use a weekly status email](https://github.com/domenicosolazzo/practice-okr/blob/master/Weekly_Status_Email): How to set a weekly status email towards your OKRs. 27 | - [How to set OKRs](https://github.com/domenicosolazzo/practice-okr/blob/master/How_to_set_OKRs.md): A quick list for how to set OKRs in your company. 28 | - [Monday's and Friday's: The commitment square](https://github.com/domenicosolazzo/practice-okr/blob/master/Commitment-Square.md): The commitment square used to analyze progresses and roadblocks againsts the OKRs. 29 | - [Fundamentals of OKR](https://medium.com/startup-tools/okrs-5afdc298bc28): Great article describing the fundamental of OKR with real examples from Uber and Youtube. 30 | 31 | ## Slides 32 | 33 | - [OKR: A guide](http://www.slideshare.net/mustansir78/guide-to-okr-objectives-key-results): What are OKRs and what's in it for me? 34 | - [The Basics of OKR](http://www.slideshare.net/HenrikJanVanderPol/how-to-outperform-anyone-else-introduction-to-okr): Nice presentation presenting basic concepts of OKR. 35 | - [Organizing and engineering Team on Asana](http://www.slideshare.net/asana/organizing-an-engineering-team-using-asana): How Asana uses Key Results in their engineering team 36 | - [Executioner's tale](http://www.slideshare.net/cwodtke/the-executioners-tale-34241002): The slides from the talk "Executioner's tale" by Christina Wodtke. 37 | - [How to implement OKRs to drive company performance](http://www.slideshare.net/7Geese/learn-how-to-implement-okrs-to-drive-company-performance): Learn how to implement the OKRs goal-setting process to drive company performance 38 | - [The 6 major benefits of OKR](http://www.slideshare.net/HenrikJanVanderPol/okrs-6-most-important-benefits-of-objectives-key-results/9-About_the_authorHenrikJan_is_an): A description of the major benefits when using OKRs in your company 39 | - [OKR - Objectives and Key Results](http://www.slideshare.net/weekdone/okr-objectives-and-keyresults): A great overview about OKRs by WeekDone 40 | - [Power your business with OKR](http://www.slideshare.net/wrike/power-your-business-with-okrs/17-Awardwinning_Collaboration_Project_Management_SoftwareBrought): An overview about OKR and how to power your business by Wrike 41 | - [OKR - a guide to objectives and key results](http://www.slideshare.net/DanKeegan/okr-a-guide-to-objectives-and-key-results-36471600) 42 | - [The Guide to Objectives and Key Results](http://www.slideshare.net/BetterWorks/the-guide-to-okrs): A light-weight and informative overview of OKR by Benchify 43 | - [How to define good OKRs](http://www.slideshare.net/HenrikJanVanderPol/how-to-set-good-ok-rs): Great slides describing how to set good OKRs 44 | - [From Intel to Google](http://www.slideshare.net/andrefaria/ok-rs): How to achieve your targets with the methodology invented at Intel and used by Google 45 | 46 | ## Videos 47 | 48 | - [How google sets goals objectives and Key results](https://www.gv.com/lib/how-google-sets-goals-objectives-and-key-results-okrs): The most famous video on OKR by Rick Klau@Google 49 | - [The Executioner's Tale](https://vimeo.com/86392023): The Executioner's tale by Christina Wodtke 50 | - [Warm Gun Talk](http://eleganthack.com/my-warm-gun-talk-on-okrs/): Another talk about OKR by Christina Wodtke 51 | 52 | ## Books 53 | 54 | - [Measure What Matters](https://www.whatmatters.com/book): A handbook for setting and achieving audacious goals by John Doerr. 55 | - [Objectives and Key Results: Driving Focus, Alignment, and Engagement with OKRs] (https://www.wiley.com/en-gb/Objectives+and+Key+Results:+Driving+Focus,+Alignment,+and+Engagement+with+OKRs-p-9781119252399) : A thoroughly readable guide to implementing OKRs that is relevant to large, corporate environments as well as digital start-ups. 56 | 57 | ## Articles 58 | 59 | - [John Doerr on success using OKR](http://blog.betterworks.com/keys-okr-success-qa-john-doerr/): Keys to OKR Success: A Q&A with the Man Who Introduced OKRs to Google, John Doerr 60 | - [How Google Grew from 40 to 40,000 Employees](https://blog.betterworks.com/how-google-grew/): How OKR helped a company like Google to grow from 40 to 40,000 employees 61 | - [Implementation and challanges at Pusher](https://blog.pusher.com/okrs-implementation-challenges/): Implementation, challenges and results at Pusher 62 | - [How we make OKRs work at Pusher](https://blog.pusher.com/make-okrs-work/): A great article regarding alignment and trasparency of OKR and how it helped at Pusher 63 | - [How to Easily Set Quarterly Team Objectives with OKRs at Pusher](https://blog.pusher.com/how-to-set-quartely-okrs-for-your-teams/): Another article by Pusher regarding how they set quarterly team objectives 64 | - [How we set goals at Upstart](http://blog.upstart.com/okrs-and-projects-how-we-set-goals-at-upstart/): How Upstart set OKRs and set goals for the entire company 65 | - [Manager OKRs, Maker OKRs: How I’d Change Google’s Goal Setting Process](http://hunterwalk.com/2013/03/01/manager-okrs-maker-okrs-how-id-change-googles-goal-setting-process/): How Sasha Lubomirsky envisions the future of OKRs 66 | - [Are You a C.E.O. of Something?](http://www.nytimes.com/2010/01/31/business/31corner.html?pagewanted=2&_r=4&): An interview with Mark Pincus and how OKR helped at Zynga 67 | - [How to set & achieve meaningful OKRs](http://blog.kentonkivestu.com/goals-how-to-get-things-done): This article describes how to set & achieve meaningful OKRs 68 | - [How to Make OKRs Actually Work at Your Startup](http://firstround.com/review/How-to-Make-OKRs-Actually-Work-at-Your-Startup/): A story about how OKRs helped at Swipely 69 | - [OKR Mistakes](http://eleganthack.com/okr-mistakes-and-how-to-fix-them/): This is an important article that descrives the most common mistakes while writing OKRs and how to fix them. 70 | - [ORK Worksheet](http://eleganthack.com/an-okr-worksheet/): A great worksheet for getting started with OKRs 71 | - [List of companies that use OKRs](https://www.atiim.com/blog/top-companies-that-use-okrs/): A list of the top companies using OKRs 72 | - [How Google grades employees, and how you can use the same system at your company](http://www.businessinsider.my/google-okr-employee-grading-system-2015-10/): How Google grades employees, and how you can use the same system at your company. 73 | - [What are OKRs?](https://www.atiim.com/okr/): Basics about what OKRs are. 74 | - [15 great insights from the Google OKR video](https://www.atiim.com/blog/15-great-insights-from-the-google-okr-video/): Great insights from the most famous video about OKR 75 | - [Full Transcription of Google OKR Video – How Google Sets Goals Using OKRs](https://www.atiim.com/google-okr-objectives-key-results-video-transcript/): The full transcript from the most famous video about OKRs 76 | - [How to Use KPIs with OKRs](https://www.atiim.com/blog/how-to-use-kpis-with-okrs/): How to connect KPI and OKRs together. 77 | - [What Twitter’s CEO Learned from Google](https://www.atiim.com/blog/what-twitters-ceo-learned-from-google/): An interview with Dick Costolo about OKRs at Twitter 78 | - [OKRs: The New Solution to Managing Your Freelancers](https://www.atiim.com/blog/okrs-new-solution-managing-freelancers/): How to hire and align freelancers using OKRs 79 | - [Google Releases a New Guide to Setting Goals with OKRs](https://www.atiim.com/blog/google-releases-a-new-guide-to-setting-goals-with-okrs/): Great insights from the new Google's guide about OKRs 80 | - [The biggest pitfalls of OKRs and how to avoid them](https://www.atiim.com/blog/the-biggest-pitfalls-of-okrs-and-how-to-avoid-them/): Some common issues while adopting OKRs 81 | - [This Is The Internal Grading System Google Uses For Its Employees — And You Should Use It Too](http://www.businessinsider.com/googles-ranking-system-okr-2014-1?IR=T): Another article from Business Insider regarding OKR and great insights from the Kris Klau talk at Google 82 | - [We are starting to implement OKRs in our company for the first time. Do any of you have experience in terms of problems or issues encountered?](http://www.quora.com/We-are-starting-to-implement-OKRs-in-our-company-for-the-first-time-Do-any-of-you-have-experience-in-terms-of-problems-or-issues-encountered): Interesting discussion in Quora about how people implement OKRs. 83 | - [What's a use case where a company uses both OKR and KPI?](http://www.quora.com/Whats-a-use-case-where-a-company-uses-both-OKR-and-KPI): How to connect OKRs and KPIs. 84 | - [How does the process of developing and prioritizing OKRs (objectives and key results) work at companies like Google and Zynga?](https://www.quora.com/How-does-the-process-of-developing-and-prioritizing-OKRs-objectives-and-key-results-work-at-companies-like-Google-and-Zynga): Some interesting answers about how companies like Google are prioritizing their OKRs. 85 | - [OKRs do not cascade](http://felipecastro.com/en/okr/okrs-not-cascade/) 86 | - [A journey through OKRs] (https://www.hotpmo.com/blog/a-journey-through-okr) : An introduction to OKRs and their application in portfolio project management. 87 | - [Being helpful isn’t the same as being clear](https://medium.com/product-narrative/sharing-lessons-learned-in-okr-f802aff4c251): A useful note to understand the local culture when implementing OKR. 88 | - [Learnings from implementing OKRs](https://rnjn.in/articles/learnings-about-okrs/): A great guide on implementing OKRs. 89 | 90 | ## Guides 91 | 92 | These are free ebooks and guides about OKRs. 93 | 94 | - [Set goals with OKRs by Google](https://rework.withgoogle.com/guides/set-goals-with-okrs/steps/introduction/): Official guide about OKR by Google 95 | - [Definitive guide to OKRs (Ebook) by Atiim](https://www.atiim.com/resources/definitive-guide-to-okrs/): Ebook describing how to set OKRs 96 | - [How to Set OKR Goals like Google: Top 10 Tips by Atiim](https://www.atiim.com/resources/okr-top-10-tips/): 10 tips about how to set OKRs like Google 97 | - [The Smart Way to Set OKR](https://www.atiim.com/download-okr-checklist/): Simple checklist about how to set OKRs 98 | 99 | ## Research 100 | 101 | These are interesting research papers connected to OKRs 102 | 103 | - [The Determinants of Goal Commitment](http://amr.aom.org/content/13/1/23.abstract): The concept and measurement of commitment to goals, a key aspect of goal-setting theory, are discussed. The strength of the relationship between commitment and performance is asserted to depend on the amount of variance in commitment. 104 | - [Goal Setting and Task Performance: 1969-1980](http://datause.cse.ucla.edu/docs/eal_goa_1981.pdf): Goal setting is most likely to improve task performance when the goals are specific and sufficiently challenging, the subjects have sufficient ability (and ability differences are controlled), feedback is provided to show progress in relation to the goal, rewards such as money are given for goal attainment, the experimenter or manager is supportive, and assigned goals are accepted by the individual. 105 | 106 | ## Templates 107 | 108 | A list of word template for setting OKRs. 109 | - [OKR report document example by WeekDone](https://weekdone.com/resources/templates/okr-report-document-example): A word template for setting your OKRs. 110 | - [OKR report document template by WeekDone](https://weekdone.com/resources/templates/okr-report-document-template): An example of OKRs using the word template above. 111 | - [Startup OKRs Template](https://docs.google.com/document/d/1OHpQOvZz76_10ebJP2AKvvXUF3H9yd6FC89F5jS4mks/edit?pli=1): A word template describing how to set OKRs 112 | - [OKR Scorecard by Google](https://docs.google.com/document/d/1iK7oQ7d96isVEzUfvQYLIUZ8WU4vkSGgtOM-J7nFd7k/edit): The OKR Scorecard from the re:Work site a Google. 113 | 114 | 115 | A list of excel templates for setting OKRs. 116 | - [OKR report word template by WeekDone](https://weekdone.com/resources/templates/okr-report-spreadsheet-template): An excel template for setting your OKR. 117 | - [OKR report spreadsheet example by WeekDone](https://weekdone.com/resources/templates/okr-report-spreadsheet-example): An example of OKRs using the excel template above. 118 | - [OKR Template for your startup](https://docs.google.com/spreadsheets/d/1gsb2UNLeHkFAiEso4BPV10r5AudIJOx0PYhEsjAfd88/edit#gid=14): A public excel template for setting OKRs. 119 | - [OKR Scorecard by Google](https://docs.google.com/spreadsheets/d/1KyKt6yAwu0NCM1f55JSjpOBpr5YjhIL4E_vYN0VWuEg/edit#gid=761446612): An excel template for setting OKRs. It is the same that you can find in the re:Work site at Google 120 | 121 | ## Examples 122 | 123 | A list of examples about how to implement OKRs. Useful when you want to get start with OKRs. 124 | These are not real examples and I am not related with the companies below. 125 | - [Uber](https://github.com/domenicosolazzo/awesome-okr/blob/master/examples/Uber.md): A case study of OKRs for Uber. 126 | - [Youtube](https://github.com/domenicosolazzo/awesome-okr/blob/master/examples/Youtube.md): A case study of OKRs for Youtube. 127 | - [Sample Company](https://github.com/domenicosolazzo/awesome-okr/blob/master/examples/SampleCompany.md): An example of OKRs for an imaginary company. 128 | - [Photo Editing App](https://github.com/domenicosolazzo/awesome-okr/blob/master/examples/PhotoEditingApp.md): A case study of OKRs for an a fake company creating a photo editing mobile app and using OKRs to reach their goals. 129 | - [OKR Goals Examples](https://www.atiim.com/okr-goals-examples/): A comprehensive list of OKR goal examples for all kind of teams and levels. 130 | - [25+ Site Reliability Engineering OKR examples](https://www.cruform.com/site-reliability-engineering-okrs/): A comprehensive list of OKRs for Site Reliability Engineering Teams. 131 | - [GitLab: Objectives and Key Results (OKRs)](https://about.gitlab.com/company/okrs/): A comprehensive guide and real OKRs at GitLab. 132 | - [Measure What Matters: Examples & Resources](https://www.whatmatters.com/get-examples/): A list of OKR examples. 133 | 134 | ## Software 135 | 136 | List of software for managing your OKRs. This list was made using this Product Hunt collection: [PH Colletion](http://www.producthunt.com/@domenicosolazzo/collections/okr) 137 | 138 | - [BetterWorks](http://www.producthunt.com/tech/betterworks) 139 | - [Weekdone](http://www.producthunt.com/tech/weekdone) 140 | - [Gtmhub](https://gtmhub.com) 141 | - [7Geese](http://www.producthunt.com/tech/7geese) 142 | - [StatusPath](http://www.producthunt.com/tech/statuspath) 143 | - [Kapta](http://www.producthunt.com/tech/kapta) 144 | - [Koan](https://www.koan.co/) 145 | - [SmartProgress](http://www.producthunt.com/tech/smart-progress) 146 | - [Strides](http://www.producthunt.com/tech/strides) 147 | - [Workboard](http://www.producthunt.com/tech/workboard) 148 | - [15five](http://www.15five.com/) 149 | - [Zugata](http://www.zugata.com/) 150 | - [Taskade](http://www.taskade.com/) 151 | - [ZOKRI](https://zokri.com/) 152 | - [Ally.io](https://ally.io/) 153 | 154 | ## Open Source Projects 155 | - [BurningOkr](https://github.com/BurningOKR/BurningOKR) 156 | - [okr2go](https://github.com/oxisto/okr2go) 157 | 158 | ## Contributing 159 | 160 | Read [this](https://github.com/domenicosolazzo/awesome-okr/blob/master/CONTRIBUTING.md) if you want to contribute to this list. 161 | 162 | ## Code of conduct 163 | 164 | Read [this](https://github.com/domenicosolazzo/awesome-okr/blob/master/CODE_OF_CONDUCT.md) regarding the code of conduct. 165 | 166 | ## License 167 | 168 | [![CC0](http://i.creativecommons.org/p/zero/1.0/88x31.png)](http://creativecommons.org/publicdomain/zero/1.0/) 169 | 170 | To the extent possible under law, [Domenico Solazzo](https://github.com/domenicosolazzo) has waived all copyright and related or neighboring rights to this work. 171 | -------------------------------------------------------------------------------- /Videos.md: -------------------------------------------------------------------------------- 1 | # Videos 2 | - [How google sets goals objectives and Key results](https://www.gv.com/lib/how-google-sets-goals-objectives-and-key-results-okrs) 3 | - [The Executioner's Tale](https://vimeo.com/86392023) 4 | - [Warm Gun Talk](http://eleganthack.com/my-warm-gun-talk-on-okrs/) 5 | -------------------------------------------------------------------------------- /Weekly_Status_Email: -------------------------------------------------------------------------------- 1 | # Weekly Status Email 2 | Source: [ElegantHack](http://eleganthack.com/the-dreaded-weekly-status-email/) 3 | 4 | This a weekly email about progress towards OKRs. 5 | 6 | 1. Lead with team OKRs. 7 | - List OKRs: It will remind everyone WHY are you doing the things you did. 8 | - Set the confidence level: a number between 1 (never gonna happen) to 10 (already in the bag). 9 | - Color them red if below 5 10 | - Color them green towards 10 11 | 2. List last week’s prioritized tasks 12 | - Write if they have been achieved. If not, explay WHY. 13 | - Goal: Learn what keeps the organization from accomplishing what it needs to accomplish 14 | 3. Next list next week’s priorities 15 | - Only list three P1’s, and make them meaty accomplishments that encompass multiple steps. 16 | - e.g. "Finalize spec for project xeno" 17 | - Add some P2's 18 | - You want fewer bigger items 19 | 4. List any risks or blockers 20 | - Do not play the BLAME game 21 | - List anything you know of that could keep your from accomplishing what you set out to do 22 | 5. Notes 23 | - If you have anything that doesn’t fit in these categories, but you absolutely want to include, add a note. 24 | -------------------------------------------------------------------------------- /Worksheet.md: -------------------------------------------------------------------------------- 1 | # OKR Worksheet 2 | Source: [ElegantHack](http://eleganthack.com/an-okr-worksheet/) 3 | 4 | 1. **What is your company mission?** 5 | - You should already have a mission. 6 | - Take the time to set a company mission 7 | 2. **What is the theme for the year going to be, the one big objective you (as a company) would like to accomplish?** 8 | 3. **What are three metrics that would tell you that you had indeed succeeded in that objective ?** 9 | 4. Check: 10 | - Is the Objective inspirational and challenging? 11 | - Are these tough KRs? 12 | - Do you have only a 50/50 chance of making each KR? 13 | - Will it really take a year to do this? 14 | - Does it tie together everyone’s efforts? 15 | 5. **What is one big objective toward your company mission that would take the company 3 months to do, and you are only 50% confident you could do?** 16 | - Gather ideas for this from team. 17 | - Successful OKRS are set together, not handed down. 18 | 6. **What are three metrics that would tell you that you had indeed succeeded?** 19 | 7. Check: 20 | - Is the Objective inspirational and challenging? 21 | - Are these tough KRs? 22 | - Do you have only a 50/50 chance of making each KR? 23 | - Will it really take an entire quarter to do this? 24 | -Does it tie together everyone’s efforts? 25 | 26 | 27 | #### For each group/function, i.e. marketing, engineering, product, design 28 | 1. **What Objective and three Key Results will you set to support the company OKR?** 29 | 2. Check: 30 | - Are these things you can do without support of other groups? 31 | - Are your results actually results, or are they tasks you do to get results? 32 | - e.g. Launch a pricing page vs launch a pricing page that has 12% conversion to contact. 33 | - CEO: do you really believe these will take a full quarter and each KR has only a 50/50 chance of success? 34 | 3. **What Objective and three Key Results will you PERSONALLY set to support the company OKR this quarter?** 35 | - e.g learn new skills, hire great people, show results in your pet project 36 | 4. **What big projects are needed to make this happen?** 37 | - It becomes the **roadmap**. 38 | - They are tasks 39 | - List as many as you wish 40 | - You can reorder them as often as needed through the quarter to hit the OKRs 41 | - OKRs don’t change (strategy) but projects and priorities do (tactics). [Validation](http://eleganthack.com/customer-development-with-participatory-roadmaps/) 42 | 5. **What steps are taken to make projects happen (priorities) this week!** 43 | - will be shared and set weekly in a planning meeting and in email 44 | - P1: 45 | - P1: 46 | - P1: 47 | - P2: 48 | - P2: 49 | - P3: 50 | -------------------------------------------------------------------------------- /examples/PhotoEditingApp.md: -------------------------------------------------------------------------------- 1 | # Photo Editing App in iOS 2 | 3 | An example of company making a photo editing app in iOS 4 | 5 | ### OKRs 6 | 7 | - **Objective: Become the #1 rated iOS Photo Editing App** 8 | - Key Result: Conduct survey to identify 10 most-requested features 9 | - Key Result: Launch 5 of the most requested features by Dec 30 10 | - Key Result: Conduct 10 user tests to identify UX issues 11 | - Key Result: Show 50% improvement in UX satisfaction via customer survey 12 | -------------------------------------------------------------------------------- /examples/README.md: -------------------------------------------------------------------------------- 1 | # OKR Examples 2 | A list of examples about how to implement OKRs. Useful when you want to get start with OKRs. These are not real examples and I am not related with the companies below. 3 | 4 | - [Uber](https://github.com/domenicosolazzo/awesome-okr/blob/master/examples/Uber.md): A case study of OKRs for Uber. 5 | - [Youtube](https://github.com/domenicosolazzo/awesome-okr/blob/master/examples/Youtube.md): A case study of OKRs for Youtube. 6 | - [Sample Company](https://github.com/domenicosolazzo/awesome-okr/blob/master/examples/SampleCompany.md): An example of OKRs for an imaginary company. 7 | - [Photo Editing App](https://github.com/domenicosolazzo/awesome-okr/blob/master/examples/PhotoEditingApp.md): A case study of OKRs for an a fake company creating a photo editing mobile app and using OKRs to reach their goals. 8 | -------------------------------------------------------------------------------- /examples/SampleCompany.md: -------------------------------------------------------------------------------- 1 | # Sample Company's OKRs 2 | 3 | ### OKRs 4 | - **Company Objective: Increase brand recognition and awareness** 5 | - Key Result: Increase media engagement by 20% 6 | - Key Result: Launch customer referral program by September 1 7 | - Key Result: Expand thought leadership by placing articles on 4 industry sites with 30000+ Alexa 8 | - **Marketing Team Objective: Increase social media engagement 35%** 9 | - Key Result: ID & Establish relationships with 25 Instagram influencers 10 | - Key Result: Respond to new Facebook comments within 3 hours 11 | - Key Result: Increase followers on Facebook and Twitter by 20% 12 | - **Individual Objective: Increase # of social media connections 25%** 13 | - Key Result: Establish presence on two new sites: LinkedIn & Instagram 14 | - Key Result: Join 5 LinkedIn Groups with at least 2500 members each & comment on 10 most popular discussions in each group 15 | - Key Result: Gain 100 Instagram followers by posting 5 photos/week 16 | -------------------------------------------------------------------------------- /examples/Uber.md: -------------------------------------------------------------------------------- 1 | # Uber 2 | 3 | [Source](https://goo.gl/0QsMi9) 4 | 5 | There is this wonderful paper napkin plan of Uber’s path to growth. 6 | ![Uber strategy](https://cdn-images-1.medium.com/max/1000/1*Fvn3iXJMS6FcK7uaTKjX4A.jpeg) 7 | 8 | ### OKR 9 | - **Objective: Increase Drivers in System** 10 | - Increase driver base in each region by 20% 11 | - Increase driver average session to 26 hours / weekly in all active regions 12 | 13 | - **Objective: Increase Geographic Coverage of Drivers** 14 | - Increase coverage of SF to 100% 15 | - Increase coverage for all active cities to 75% 16 | - Decrease pickup time to < 10 mins in any coverage area during peak hours of usage 17 | 18 | - **Objective: Increase Driver Happiness** 19 | - Define and measure driver happiness score 20 | - Increase driver happiness score to 75th percentile 21 | -------------------------------------------------------------------------------- /examples/Youtube.md: -------------------------------------------------------------------------------- 1 | # Youtube 2 | [Source](https://goo.gl/0QsMi9) 3 | 4 | Similar to Facebook, YouTube wants viewership, measured in minutes, to go up because a fixed percentage of that viewership is ads. 5 | So as total time goes up so do revenues, predictably. 6 | 7 | The OKRs in this page are fictional. 8 | 9 | #### OKRs 10 | 11 | - **Increase average watch time per user** 12 | - Increase total viewership time to XX minutes daily 13 | - Expand native YT application to 2 new OSs 14 | - Reduce video loading times by X% 15 | 16 | 17 | --------------------------------------------------------------------------------