{"id":22695,"date":"2022-08-28T17:00:28","date_gmt":"2022-08-28T07:00:28","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/resources\/okrs-guide\/"},"modified":"2025-10-02T07:57:24","modified_gmt":"2025-10-02T07:57:24","slug":"okrs-guide","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/uk\/resources\/okrs-guide\/","title":{"rendered":"OKRs Guide: Objectives and Key Results Explained"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" aria-label=\"Breadcrumbs\" class=\"breadcrumb\"><ol class=\"breadcrumb-items\"><li class=\"breadcrumb-item breadcrumb-item--current breadcrumb-item--home\"><span class=\"breadcrumb-item-name\">Home<\/span><\/li><\/ol><\/nav><script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"BreadcrumbList\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"item\":{\"name\":\"Home\",\"@id\":\"https:\\\/\\\/employmenthero.com\\\/uk\\\/\"}}]}<\/script><\/div>\n\n\n<div class=\"wp-block-group blog-template-tags-row is-content-justification-space-between is-nowrap is-layout-flex wp-container-core-group-is-layout-4 wp-block-group-is-layout-flex\" style=\"padding-bottom:var(--wp--preset--spacing--9)\">\n<div class=\"wp-block-group blog-template-tags is-layout-flex wp-container-core-group-is-layout-1 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\" style=\"padding-top:var(--wp--preset--spacing--2);padding-bottom:var(--wp--preset--spacing--2)\">\n<div class=\"wp-block-button is-style-ghost is-style-ghost--1\"><a class=\"wp-block-button__link has-btn-black-background-color has-background wp-element-button has-icon__eye\"><span class=\"wp-block-button__link-icon\" aria-hidden=\"true\"><svg width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_5893_17419)\"> <path d=\"M19.8727 9.55732C19.7127 9.30315 15.8927 3.33398 10.0002 3.33398C4.10771 3.33398 0.287713 9.30315 0.127713 9.55732C0.0442677 9.69013 0 9.8438 0 10.0007C0 10.1575 0.0442677 10.3112 0.127713 10.444C0.287713 10.6982 4.10771 16.6673 10.0002 16.6673C15.8927 16.6673 19.7127 10.6982 19.8727 10.444C19.9562 10.3112 20.0004 10.1575 20.0004 10.0007C20.0004 9.8438 19.9562 9.69013 19.8727 9.55732ZM10.0002 15.0007C5.88605 15.0007 2.80271 11.299 1.84855 10.0007C3.12342 8.22835 4.79779 6.78123 6.73605 5.77648C6.15544 6.50283 5.83739 7.40411 5.83355 8.33398C5.83355 9.43905 6.27253 10.4989 7.05394 11.2803C7.83534 12.0617 8.89514 12.5007 10.0002 12.5007C11.1053 12.5007 12.1651 12.0617 12.9465 11.2803C13.7279 10.4989 14.1669 9.43905 14.1669 8.33398C14.1629 7.40674 13.8468 6.50785 13.2694 5.78232C15.2033 6.78886 16.8752 8.23337 18.1519 10.0007C17.201 11.3015 14.1277 15.0007 10.0002 15.0007Z\" fill=\"currentColor\"\/> <\/g> <defs> <clipPath id=\"clip0_5893_17419\"> <rect width=\"20\" height=\"20\" fill=\"white\"\/> <\/clipPath> <\/defs> <\/svg><\/span>Template<\/a><\/div>\n<\/div>\n\n\n<ul style=\"display: flex; gap: var(--wp--preset--spacing--2); padding-left: 0; flex-wrap: wrap;\"><li style=\"background-color: #e8e7e8;padding: var(--wp--preset--spacing--0-5) var(--wp--preset--spacing--3);border-radius: var(--wp--preset--spacing--8);margin: 0;display: inline-flex;align-self: center;\">\n                <span class=\"has-sm-font-size\" >\n                    <a href=\"https:\/\/employmenthero.com\/uk\/resources\/leadership-and-management\" title=\"Leadership and Management\" style=\"font-weight: 500;\">Leadership and Management<\/a>\n                <\/span>\n                <\/li><\/ul><\/div>\n\n\n\n<div class=\"wp-block-group social-icons-mobile is-vertical is-layout-flex wp-container-core-group-is-layout-3 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-2 wp-block-group-is-layout-flex\" style=\"margin-top:var(--wp--preset--spacing--2);margin-bottom:var(--wp--preset--spacing--2)\"><div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"facebook\" data-social-type=\"facebook\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"24px\" height=\"24px\" viewBox=\"0 0 20 20\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group<\/title> <path d=\"M14.4446 6.47609H11.4173V4.40033C11.4173 3.62078 11.9115 3.43904 12.2596 3.43904C12.6068 3.43904 14.3958 3.43904 14.3958 3.43904V0.0120058L11.4537 0C8.18772 0 7.44447 2.55599 7.44447 4.19168V6.47609H5.55566V10.0075H7.44447C7.44447 14.5394 7.44447 20 7.44447 20H11.4173C11.4173 20 11.4173 14.4856 11.4173 10.0075H14.0981L14.4446 6.47609Z\"><\/path><\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"twitter\" data-social-type=\"twitter\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17\" height=\"18\" viewBox=\"0 0 17 18\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_2187_1527)\"> <path d=\"M6.88269 10.3821L0.554058 18H2.05374L7.54889 11.3855L11.9379 18H17L10.363 7.99774L17 0.00924304H15.5002L9.69721 6.99436L5.06215 0.00924304H-5.51343e-07L6.88306 10.3821H6.88269ZM8.93683 7.90961L9.60929 8.90561L14.9598 16.8309H12.6563L8.33833 10.4349L7.66587 9.43894L2.05303 1.12518H4.35659L8.93683 7.90923V7.90961Z\" fill=\"currentColor\"><\/path> <\/g> <defs> <clipPath id=\"clip0_2187_1527\"> <rect width=\"17\" height=\"18\" fill=\"white\" transform=\"matrix(-1 0 0 -1 17 18)\"><\/rect> <\/clipPath> <\/defs> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"linkedin\" data-social-type=\"linkedin\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17px\" height=\"16px\" viewBox=\"0 0 17 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Shape<\/title> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-74.000000, -2.000000)\" fill=\"#000000\" fill-rule=\"nonzero\"> <path d=\"M74.2155762,7.20409322 L77.8588786,7.20409322 L77.8588786,18 L74.2155762,18 L74.2155762,7.20409322 Z M76.0616143,2 C74.8146643,2 74,2.80609002 74,3.86411056 C74,4.90036967 74.7908238,5.72989508 76.0139333,5.72989508 L76.0371667,5.72989508 C77.3079571,5.72989508 78.0993476,4.90032981 78.0993476,3.86411056 C78.0755071,2.80609002 77.3079976,2 76.0616143,2 Z M86.8041976,6.95048874 C84.8702857,6.95048874 84.0038929,7.99790755 83.5205667,8.73245583 L83.5205667,7.20409322 L79.8761714,7.20409322 C79.924419,8.21687707 79.8761714,18 79.8761714,18 L83.5205667,18 L83.5205667,11.9708054 C83.5205667,11.6478911 83.5444071,11.3261725 83.6402952,11.0948476 C83.9041595,10.4502147 84.5037738,9.78266458 85.5095667,9.78266458 C86.8291714,9.78266458 87.3561714,10.773129 87.3561714,12.2237722 L87.3561714,18 L91,18 L91,11.8093881 C91,8.49339883 89.2027762,6.95048874 86.8041976,6.95048874 Z\" id=\"Shape\"><\/path> <\/g> <\/g> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"link\" data-social-type=\"copy\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"18px\" height=\"19px\" viewBox=\"0 0 18 19\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group 7<\/title> <defs> <polygon id=\"path-1\" points=\"0 0 11.3597146 0 11.3597146 13.250495 0 13.250495\"><\/polygon> <polygon id=\"path-3\" points=\"0 0 11.4438464 0 11.4438464 13.237235 0 13.237235\"><\/polygon> <\/defs> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-115.000000, 0.000000)\"> <g id=\"Group-7\" transform=\"translate(115.000000, 0.000000)\"> <g id=\"Group-3\" transform=\"translate(6.640285, 0.000000)\"> <mask id=\"mask-2\" fill=\"white\"> <use xlink:href=\"#path-1\"><\/use> <\/mask> <g id=\"Clip-2\"><\/g> <path d=\"M9.6365839,1.06427739 L9.6365839,1.06407143 C7.63313006,-0.581342526 4.71799441,-0.287025772 3.06469376,1.72767436 L1.68152847,3.42787366 C1.2637913,3.94153775 1.3305731,4.70585509 1.8305341,5.13486964 C2.33069565,5.56409016 3.0749216,5.4955055 3.49265877,4.98184141 L4.8760246,3.28143615 C5.71089731,2.25863908 7.1949372,2.1243532 8.19104884,2.98176443 C8.20769415,2.99597567 8.22413891,3.01059882 8.24038313,3.02522198 C9.18174573,3.92361924 9.26838157,5.42383144 8.43691815,6.43015171 L5.5610895,9.96627791 L5.53461744,9.99634806 C5.38079871,10.1792405 5.20090901,10.3370058 5.00076417,10.4640831 C4.04676718,11.0718709 2.80719278,10.901748 2.04211006,10.0579301 C1.59709864,9.56877523 0.850065046,9.54303024 0.374169553,10.0002613 C-0.100522665,10.4562566 -0.127195273,11.2205739 0.315008503,11.7099348 C1.3991598,12.9045024 2.99670869,13.4575049 4.56377459,13.1800768 C4.80503134,13.1364133 5.04287882,13.0742134 5.27470991,12.9934771 C6.09434113,12.7094584 6.82152068,12.1980598 7.37542854,11.5155086 L10.2440375,7.98947441 C11.0680808,6.96832503 11.4617524,5.65182909 11.3372134,4.33183184 C11.2235039,3.05137889 10.6100339,1.87267016 9.6365839,1.06427739\" id=\"Fill-1\" fill=\"#000000\" mask=\"url(#mask-2)\"><\/path> <\/g> <g id=\"Group-6\" transform=\"translate(0.000000, 5.762765)\"> <mask id=\"mask-4\" fill=\"white\"> <use xlink:href=\"#path-3\"><\/use> <\/mask> <g id=\"Clip-5\"><\/g> <path d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group post-title-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-6 wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">OKRs Guide: Objectives and Key Results Explained<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2022-08-28T17:00:28+00:00\">28 Aug 2022<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-10 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">OKRs Guide: Objectives and Key Results Explained<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2022-08-28T17:00:28+00:00\">28 Aug 2022<\/time><\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-15 wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\">What is in this objectives and key results guide?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">So what are OKRs? In what ways are your OKRs influencing your top company objectives? How can you use them in your business and just <em>why<\/em> are they so damn great anyway?<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In this guide, you&#8217;ll learn all that and more:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\">What is an OKR?<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Why are objectives and key results important?<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">What are the differences between OKRs and KPIs?<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Advice for setting annual and quarterly OKRs<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">How to get the entire organisation invested in OKRs<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">The OKR framework and how to track progress<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">OKR template<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"#form\">Download the guide and start strengthening your objectives and key results.<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is an OKR?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">OKRs stands for:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>(O)bjective<\/strong><\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>(K)ey<\/strong><\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>(R)esults<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">OKRs consist of an <strong>Objective<\/strong>, which defines a big goal to be achieved (the \u2018what&#8217; or \u2018where do we want to go&#8217;), and up to five <strong>Key Results<\/strong>, which measure progress towards the objective (\u2018how do we know we&#8217;re making progress?&#8217;).<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Each <strong>Objective Key Results<\/strong> can also have <strong>Initiatives<\/strong>, which describe the work required to drive progress on the key results. We suggest starting with a maximum of three to five key results and adding more as your company gets familiar with the OKR framework.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">OKRs are created top-down and bottom-up. The only top-down OKRs should be your company-level OKRs.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">From there, it&#8217;s up to each person and\/or team to write OKRs for their team, together.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This gives your employees the opportunity to have a say in how they, in their role, will help to achieve the company OKRs. They are also designed to be publicly seen and set for everyone inside the business.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This means all employees, whether junior or senior, know what is expected of them. This transparency helps to <a href=\"https:\/\/employmenthero.com\/uk\/blog\/communication-in-the-workplace\/\">cultivate a culture of trust<\/a> and team spirit.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why is goal setting important?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/goal-setting-template\/\">Goal setting<\/a> improves performance, but if you start spending hours cascading goals up and down the entire organisation, they are not as effective. It takes too much time and it&#8217;s hard to ensure all the set goals align with one another.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This is exactly why OKRs do not cascade in that way and instead work both ways. Objectives simultaneously go bottom-up and top-down. The company as a whole can set the strategic OKRs that each team should use to draft their individual and more tactical OKRs.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">OKRs that are structured this way should make sure that each individual team&#8217;s OKRs are both agile and aligned with the company vision. This is how creating OKRs helps improve team engagement while also creating a better understanding of the OKR process across the entire organisation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">By setting ambitious, actionable goals and making sure all employees know exactly how they are contributing to achieving the company strategy \u2013 your business is on the path to success.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How can employers create alignment over OKRs across the broader business?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">As with most aspects of running a business, ensuring your team is as motivated about your goals as you is an essential part of successful OKRs. OKRs are designed to create a set goal, with pathways leading directly to that end result. When done right, they should be an easy way for your team to stay on track and help them find ways to contribute more efficiently to the business.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">When getting buy-in from your team, you&#8217;ll want to ensure the following:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Give your OKR meaning:<\/strong> Help your team understand why the objective matters \u2014 not just to the business, but to them. Tie it back to purpose, values or impact, so that people feel personally connected to the goal.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Set measurable goals:<\/strong> Objectives and key results should be specific, trackable, and time-bound. This clarity ensures your team knows exactly what success looks like and can measure their progress along the way.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Ensure clear communication over business goals:<\/strong> Make sure every team understands the broader business objectives and how their work fits in. For action-oriented team members, offer tangible next steps to contribute. For strategic thinkers, open space for collaboration and refinement of approach.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Create an aspirational OKR (that is achievable): <\/strong>OKRs should stretch your team to aim higher, but not so high that they feel impossible. Strike a balance between high ambition and realism to keep motivation strong.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Clearly outline the goal setting framework:<\/strong> Before setting OKRs, explain the structure, one clear objective supported by 2\u20135 key results. Offer examples and templates to make the process simple, repeatable, and aligned across departments.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Aligning objectives with the right key results<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">To get the most out of OKRs, your key results should serve as forward-looking indicators of success \u2014 not just metrics that tell you what already happened. The best key results are ones you can measure frequently and use to course-correct along the way. Think of them as early signals that you&#8217;re heading in the right direction.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Here\u2019s how some objectives might translate into meaningful key results:<\/p>\n\n\n\n<div class=\"wp-block-group table-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-table table-style\"><table><thead><tr><th><strong>Objective<\/strong><\/th><th><strong>Key result<\/strong><\/th><\/tr><\/thead><tbody><tr><td>Improve product innovation<\/td><td><ul><li>Launch 3 new product features by the end of the quarter<\/li><li>Collect feedback from at least 200 beta users<\/li><li>Decrease feature development cycle time by 25%<\/li><li>Achieve 80% satisfaction rate on new feature surveys<\/li><\/ul><\/td><\/tr><tr><td>Expand market presence<\/td><td><ul><li>Enter 2 new regional markets by Q4<\/li><li>Secure 5 strategic partnerships or collaborations<\/li><li>Increase social media follower count by 30%<\/li><li>Grow website traffic by 40% through targeted campaigns<\/li><\/ul><\/td><\/tr><tr><td>Improve revenue<\/td><td><ul><li>Increase monthly recurring revenue by 20%<\/li><li>Launch 1 new premium subscription plan<\/li><li>Reduce customer churn rate to under 5%<\/li><li>Acquire 500 new paying subscribers<\/li><\/ul><\/td><\/tr><\/tbody><\/table><\/figure>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Measuring the progress of your OKRs<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">One of the strengths of OKRs is that they allow you to measure progress over time, not just whether you \u201cdid the thing\u201d or not. A common method is using a score between 0.0 and 1.0, where:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">0.3 means you&#8217;re off track and need to reassess<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">0.7 suggests solid progress, even if the goal wasn\u2019t fully met<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">1.0 indicates the stretch goal was fully achieved and probably deserves a team celebration<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Hitting 1.0 every time might feel good, but it could also mean you&#8217;re not aiming high enough. OKRs are meant to stretch your team, so getting close is often better than playing it safe.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Many businesses use simple scorecards or templates to track and share OKR progress across teams. Whether you&#8217;re using software or spreadsheets, the goal is the same: transparency, alignment and continuous improvement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">OKRs vs. KPIs<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">We wouldn&#8217;t blame you if you thought that by writing OKRs, you would replace Key Performance Indicators (KPIs). While they both measure a business&#8217;s performance and success, there are a few key differences.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">OKRs are to help you achieve grand, ambitious goals. They&#8217;re designed with a very bold mission in mind rather than specific measurable outcomes. It is a qualitative goal.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">KPIs, on the other hand, are tangible outcomes with measurable results. It is a quantifiable goal.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key Performance Indicators (KPIs)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">KPIs vary from role to role and goal to goal, but essentially, they are clearly defined goals with measurable metrics that define your success.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In HR management, common KPIs can be:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">Absence rates or costs<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Employee satisfaction<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Turnover rates<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Business owners, they&#8217;re likely to keep an eye on the total profit margins, revenue growth rate, net promoter score or inventory turnover \u2013 on top of everything else.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">KPIs monitor the individual performance of employees. In the above example, a cashier isn&#8217;t going to be concerned with profit margins \u2013 their KPIs might be the number of customers they serve in an hour or the results of a customer satisfaction survey.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The main benefit of KPIs is that they <a href=\"https:\/\/employmenthero.com\/uk\/resources\/performance-improvement-plan-template\/\">identify areas that need improvement<\/a>, but they rely on the leadership team to ensure that KPIs are kept front of mind. Because KPIs are individual targets, they can easily be forgotten if managers don&#8217;t hold their team accountable.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Objectives and Key Results (OKRs)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Like KPIs, Objectives and Key Results also bring focus to the areas of the business that make the biggest difference. Unlike KPIs, OKRs are team objectives that are collaborative \u2013 operating on a company, team and individual level that promotes transparency and accountability for all employees.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">OKRs switch the focus from results to aspirations or goals (aka \u2018<strong>objectives<\/strong>\u2018) that can be achieved by fulfilling a number of important tasks (aka \u2018<strong>key result<\/strong>\u2018).<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Goal setting with the OKR methodology requires businesses, teams and employees to define their desired destination, the achievements that will confirm (or deny) their arrival and the time they must arrive by.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">It also requires companies, individuals or teams to articulate what <strong>initiatives<\/strong> they will take to get there (yes, there&#8217;s another step not included in the acronym, but OKRIs just don&#8217;t have the same ring to it).<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Remember, objectives aren&#8217;t measurable. They are ambitious goals or aspirations that are attained by completing the key results.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Are KPIs better than OKRs?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Both KPIs and OKRs have earned their rightful place \u2013 you just have to be strategic about what to use and in what scenario.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">OKRs are about changing processes. Whether you&#8217;re troubleshooting a problem within the business or wanting to grow and innovate, use the OKR system as a strategic framework to enact change.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Your KPIs may help you decide on what the key results for new objectives will be, but they aren&#8217;t part of the process. Consider your KPIs as a baseline; they indicate that everything is going well and there are no issues that need to be addressed.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If your KPIs start to slip, that means something&#8217;s going wrong \u2013 you can use OKRs to get back on track. After you identify an <a href=\"https:\/\/employmenthero.com\/uk\/resources\/hr-audit-checklist\/\">area of the business that needs improving<\/a>, it can become its own OKR.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Regardless of which framework you are implementing, 1:1 meetings are a great tool for keeping the team on track with progress. We&#8217;ve created a handy <a href=\"https:\/\/employmenthero.com\/uk\/resources\/1-1-meeting-template\/\">1:1 meeting template<\/a> so you can get started today.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">How KPIs can help track progress of OKRs<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For example, if an HR manager noticed that the company&#8217;s retention rates were dropping, they could make their objective to improve employee satisfaction.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Key results could include:<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">Increase overall employee satisfaction by X%, as measured by weekly <a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-hero-surveys-happiness-score\/\">employee happiness surveys<\/a> with a 50% participation rate;<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Implement a peer-to-peer recognition programme with over 100 individual pieces of recognition over the quarter;<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Reduce voluntary turnover by 20% in the next six months.<\/li>\n<\/ol>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Note that the objective (improving employee satisfaction) isn&#8217;t measurable, but the key results are.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">An HR Manager would then break down the key results even further into initiatives.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For example, for the first key result<em>, Increase overall employee satisfaction, as measured by weekly employee happiness surveys,<\/em> initiatives could include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">Research best employee engagement survey tools;<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Make the business case for an employee engagement tool;<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Launch surveys and communicate the \u2018why&#8217; to employees;<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Monitor participation.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Without monitoring the turnover rates, the HR Manager wouldn&#8217;t have known a change was needed. The business would have had a high turnover. Turnover is expensive, so the more it happens, the more it eats into your margins.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The issue with using only KPIs<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The problem with <em>only<\/em> using KPIs is that there is a lack of visibility. If the CEO wasn&#8217;t meeting regularly with the HR Manager and the HR Manager wasn&#8217;t engaged enough to monitor their KPIs, the business would have suffered. Using KPIs to accurately measure productivity is only possible if employees and managers alike are on the ball. For the record, we&#8217;re encouraging collaboration, not micromanagement.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">OKRs, on the other hand, are collaborative. Each employee should have at least one goal that contributes to the team goal and team goals should have at least one goal that contributes to the company goal. And because key results are assigned to owners, employees are more accountable for their output and this is visible across the business.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If you&#8217;re using <a href=\"https:\/\/employmenthero.com\/uk\/solutions\/employee-engagement-software\/#okr\">91±¬ΑΟ&#8217;s Goals module<\/a>, then anyone in the company can view their colleagues&#8217; OKRs, as well as the company-wide goals. This improves the visibility of the team OKRs to individual employees, as the goals and vision for the company are easily communicated.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This is how OKRs can be used to measure HR effectiveness alongside KPIs.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Not \u2018either\/or&#8217;, but both<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">As you can see, comparing OKRs and KPIs is like comparing apples to oranges. OKRs and KPIs serve different functions. KPIs measure performance, whereas OKRs are a framework that businesses can use to change processes or outcomes for the better.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">You should always keep an eye on your KPIs, but OKRs are your pathway to growth.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How to write your own OKRs<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Now that we know what they are and why every business should be using them, let&#8217;s dive deeper into the OKR formula. Let&#8217;s look at the best ways to structure and set your business OKRs so you get the most out of them.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 1: Start with your big hairy audacious goal (aka. The BHAG)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A BHAG is an ambitious, long-term goal that pushes an organisation beyond its limits and inspires everyone in the team. BHAGs serve as a unifying force, guiding strategic decisions and driving innovation by putting focus on the entire organisation into the same objective. Examples include NASA&#8217;s moon landing and Google&#8217;s mission to organise the world&#8217;s information.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">We believe every company should have a BHAG that helps them set a huge, awe-inspiring mission for the future. If your company isn&#8217;t there just yet, that&#8217;s okay.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Perhaps you can start by looking at your 1, 5, or even 10-year plan for the company, what do you want to have achieved by each point? This will give you the best chance at setting aspirational high-level objectives.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">An OKR describes both what you will achieve (objectives) and how you are going to measure its achievement (key results). This makes OKRs a highly effective goal-setting technique. Being able to make an accurate measurement is what makes a goal achievable.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">So how do you go about setting individual OKRs for functional teams?<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Let&#8217;s break it down further:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 2: Define your company&#8217;s Objectives<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What is your desired outcome? Where do you want to go? Your objective is your big goal. We&#8217;ll use the example of a fictional bakery, <em>The Frosted Frenchman.<\/em><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Frosted Frenchman wants to be known for having the best croissants in the UK.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Their objective is now: \u2018Have the Best Croissants in the UK.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 3: Create measurable goals (Key Results)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">What do you need to do to achieve the objective? How are you going to get where you want to go? Your key results are the actions you need to take to reach your top company objectives.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If we go back to the bakery analogy, the key results are your benchmarks of success. So for The Frosted Frenchman, one of their key results would be: \u2018Win 3 bakery awards this year&#8217;.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 4: What are your OKR Initiatives?<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">As we mentioned earlier, Initiative is part of the OKRs process and is important in ensuring the success of your key results. Initiatives sit under key results as the activity that was taken to achieve them.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">An initiative can be considered as the actual steps you take, like, \u2018Enter 10 competitions this year&#8217;, or, \u2018Taste and research prior winner&#8217;s croissants&#8217;. Put simply, your initiatives are a to-do list of how you achieve your key results.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Summary of the OKR process<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Considering the analogy above, you can see how the OKR is broken down into logical steps.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Frosted Frenchman wants to be known for having the best croissants in the UK (Objective), so what do they do?<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">They need certain things to happen, like winning awards for it (Key Results).<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Finally, what do they need to do to win those awards? (Initiatives).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">OKR examples and tips<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Now that you understand what OKRs are and how to write them \u2013 here are some tips when setting OKRs. We&#8217;ve also got some Objective and Key Results examples.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Objectives should be<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Directional \u2013 <\/strong>Objectives tell you where to go (key results tell you how to get there).<\/li>\n\n\n\n<li><strong>Memorable \u2013 <\/strong>Objectives need to be memorable and have qualitative descriptions of exactly what you want to achieve.<\/li>\n\n\n\n<li><strong>Brief \u2013 <\/strong>Objectives should be simple, short, inspirational and engaging. Aim for one line.<\/li>\n\n\n\n<li><strong>Inspiring \u2013 <\/strong>Objectives should be crafted in a way that inspires and motivates employees by challenging them to reach their full potential and aligning their efforts with a meaningful and compelling vision.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Examples of good Objectives<\/h3>\n\n\n\n<div class=\"wp-block-group table-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-table table-style\"><table class=\"has-fixed-layout\"><thead><tr><th>Objectives for marketing<\/th><th>Objectives for sales<\/th><th>Objectives for product teams<\/th><\/tr><\/thead><tbody><tr><td><ul><li>Generate X high-quality leads and conversions (MQLs)<\/li><li>Increase brand awareness and reach<\/li><\/ul><\/td><td><ul><li>Hit and increase revenue target and market share by X%<\/li><li>Improve customer retention by X%<\/li><\/ul><\/td><td><ul><li>Successfully launch feature release by X date<\/li><li>Improve product quality and user experience (UX)<\/li><\/ul><\/td><\/tr><\/tbody><\/table><\/figure>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Key Results should be<\/strong><\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Measurable \u2013 <\/strong>Key results are a set of metrics that measure your progress towards an objective. Make them quantitative and measurable with metrics that clearly show their progress.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Simple \u2013 <\/strong>Limit each objective to 2-5 key results to keep it actionable.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Achievable \u2013 <\/strong>Key results for an objective are vital for achieving the objective at the end of the quarter. Make sure your key results are achievable in the time frame you have.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Challenging \u2013 <\/strong>Go hard, or go home! Key results are where your OKRs denote ambition. When writing your key results, try to make them a stretch. Metrics should be bold but achievable \u2013 this is how you embrace growth.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What are some good OKR examples?<\/h3>\n\n\n\n<div class=\"wp-block-group table-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-table table-style\"><table class=\"has-fixed-layout\"><thead><tr><th><strong>Objectives for marketing&nbsp;<\/strong><\/th><th><strong>Objectives for sales<\/strong><\/th><th><strong>Objectives for product teams<\/strong><\/th><\/tr><\/thead><tbody><tr><td><ul><li>Achieve a X% increase in website traffic from organic search and social media referrals within the next quarter<\/li><li>Attain a X% increase in the conversion rate of marketing-qualified leads (MQLs) to sales-qualified leads (SQLs) through lead nurturing efforts within the next six months<\/li><\/ul><\/td><td><ul><li>Achieve a X% increase in monthly sales revenue in the target market within the next quarter<\/li><\/ul><\/td><td><ul><li>Increase Apdex score to 0.8<\/li><li>Conduct 16 testing sessions with target users<\/li><\/ul><\/td><\/tr><\/tbody><\/table><\/figure>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Common mistakes to avoid when setting objective and key results<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">OKRs are not a to-do list<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Use OKRs to measure if you are adding value, not if you&#8217;re delivering tasks. You can create a to-do list around how you will complete key results as quarterly objectives if this helps you break them down.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">But if you start using OKRs as your to-do list you might start feeling slightly disheartened at the end of each day when you haven&#8217;t ticked much off.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Don&#8217;t set too many OKRs<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Your OKR list should be this quarter&#8217;s top business priorities and the definition of what is most important during the quarter. If you start creating too many OKRs, employees will start to feel disengaged, unmotivated and uninspired by lists of rambly OKRs going in all directions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Make sure your OKRs are aligned<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">OKRs should be used as a company alignment tool, so you should never set your OKRs in isolation. You should talk to the other teams in the business, as well as all employees individually, to make sure all OKRs are connected to achieve the overarching company goals or vision. Collaboration and transparency are key.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Avoid \u201cSet it and Forget it.\u201d<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">OKRs are by design, agile. You need to keep checking on your OKR progress to make sure that your goals and objectives still align with changing priorities. Setting and forgetting hinders accountability and engagement, and limits the opportunity for ongoing learning and improvement. That&#8217;s why regular check-ins, feedback, and adjustments are essential to keep OKRs relevant, as well as to maintain motivation and adapt to evolving circumstances. Aim for x timeframe.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Achieving ambitious OKRs with 91±¬ΑΟ<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">We liked OKRs so much that we made sure they became a key feature in 91±¬ΑΟ&#8217;s <a href=\"https:\/\/employmenthero.com\/uk\/products\/hr-software\/\">all-in-one HR software<\/a>. You can use our built-in OKR tools and OKR templates to successfully implement OKRs for your business.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">To find out more about 91±¬ΑΟ&#8217;s OKR feature, <a href=\"https:\/\/employmenthero.com\/uk\/request-a-demo\/\">book a demo and see it in action today<\/a>.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Or, you can download our OKR guide today for more tips for leaders thinking of implementing OKRs. Our guide is crafted by HR and employment experts, and comes with an OKR template to make goal setting (and achieving) easier.<\/p>\n\n\n\n<style>.eh-faq__bg-light{background-color:rgba(0,0,0,0)}.eh-faq__bg-dark{background-color:rgba(0,0,0,0)} p.blog-template-sub-title {font-size:1.319rem!important;}\n\n\/*table styling*\/ .table-style { width: 100%; overflow-x: auto; -webkit-overflow-scrolling: touch; } .table-style > table { width: 100%; border-collapse: collapse; } .table-style thead { border-bottom: 1px solid #ccc !important; } .table-style th, .table-style td { border: 1px solid #ccc; padding: 8px 12px; vertical-align:top; } .table-style td { text-align:left; } .table-style th { background: #7622d7 !important; color: #fff !important; text-align:center!important; } @media screen and (max-width:400px) { .table-style td, .table-style th { font-size:14px!important; } .table-style ul {padding-left:10px!important;}}\n<\/style>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<h2 class=\"wp-block-heading\" style=\"padding-top:var(--wp--preset--spacing--7);padding-bottom:var(--wp--preset--spacing--10)\">Frequently Asked Questions<\/h2>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1752042608298\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1752042608298\" class=\"eh-simple-accordion__header\"><span class=\"eh-simple-accordion__title\">How often should OKRs be set?<\/span><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n\n<p>OKRs are typically set on a quarterly basis, allowing teams to stay agile, focused, and aligned with changing business priorities. However, some organisations also set annual OKRs for high-level strategic goals, with quarterly OKRs acting as stepping stones. The key is to keep the cadence regular and responsive to your company\u2019s pace of change.<\/p>\n\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1752043121969\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1752043121969\" class=\"eh-simple-accordion__header\"><span class=\"eh-simple-accordion__title\">Can OKRs be changed mid-cycle?<\/span><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n\n<p class=\"has-paragraph-2-m-font-size\">Yes, but only when necessary. OKRs are meant to provide focus, so frequent changes can undermine their effectiveness. That said, if a major shift in business direction, market conditions, or team priorities occurs, it\u2019s appropriate to revisit and revise OKRs. When adjusting mid-cycle, be transparent with your team and clearly communicate why the change is needed.<\/p>\n\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1752043141257\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1752043141257\" class=\"eh-simple-accordion__header\"><span class=\"eh-simple-accordion__title\">Should OKRs be tied to performance reviews?<\/span><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n\n<p class=\"has-paragraph-2-m-font-size\">This depends on your company culture and goals. Many organisations use OKRs to guide development and alignment, rather than as a strict tool for evaluating individual performance. Tying OKRs too closely to reviews can create pressure to play it safe. Instead, consider using them as a conversation starter during reviews\u2014to reflect on progress, challenges, and learnings\u2014rather than a scorecard.<\/p>\n\n<\/div><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column form-column is-layout-flow wp-block-column-is-layout-flow\">\n<div id=\"form\" class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group form-v2-violet-box-shadow-pattern is-layout-flow wp-block-group-is-layout-flow\">\n\n<div class=\"wp-block-employmentherocom2025-marketo-form-v2 is-layout-flow wp-block-marketo-form-v2-is-layout-flow\">\n                                                            <section class=\"eh_marketo_form-title-section eh_marketo_form-title-section--small\" aria-labelledby=\"marketo-form-title\">\n        <div class=\"eh_marketo_form-title-container\">\n                                        <h2 id=\"marketo-form-title\" class=\"eh_marketo_form-title\">Register for the downloadable<\/h2>\n                    <\/div>\n            <\/section>\n                            <div class=\"eh_marketo_form-container_v2\" data-marketo-form=\"{&quot;is_multi_steps&quot;:false,&quot;form_data&quot;:[{&quot;base_url&quot;:&quot;\/\/hr.employmenthero.io&quot;,&quot;munchkin_id&quot;:&quot;387-SZZ-170&quot;,&quot;form_id&quot;:&quot;1737&quot;,&quot;css_classes&quot;:&quot;&quot;}],&quot;submit_text&quot;:&quot;Download now&quot;,&quot;success_handling_method&quot;:&quot;thank_you_page&quot;,&quot;redirect_url&quot;:&quot;&quot;,&quot;thank_you_message&quot;:&quot;&quot;,&quot;add_lead_linking_id&quot;:false,&quot;add_drift_campaign_id&quot;:false,&quot;drift_campaign_id&quot;:&quot;&quot;,&quot;thank_you_page_id&quot;:&quot;32313&quot;,&quot;thank_you_page_url&quot;:&quot;https:\/\/employmenthero.com\/uk\/thank-you\/downloadable\/resources\/?origin=okrs-guide&amp;origin_id=iWH3Nif%2F5y%2B2OJrVVpu%2FfyjFD6GZuBV%2F90FhjP7OroE1HSP%2Ba34yH4TO5NFfW9tDaZ%2F4z0rQ4Tf9zCKuf3Zjig%3D%3D&quot;,&quot;progress_indicator_type&quot;:&quot;progress-bar&quot;,&quot;enable_revenue_hero&quot;:false,&quot;revenue_hero_router_id&quot;:&quot;4668&quot;,&quot;revenue_hero_thank_you_message&quot;:&quot;Thank you for booking!&quot;}\"><\/div>\n                                <\/div>\n\n\n\n<p><\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group social-icons-desktop is-content-justification-center is-nowrap is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"margin-top:var(--wp--preset--spacing--2);margin-bottom:var(--wp--preset--spacing--2);padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"facebook\" data-social-type=\"facebook\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"24px\" height=\"24px\" viewBox=\"0 0 20 20\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group<\/title> <path d=\"M14.4446 6.47609H11.4173V4.40033C11.4173 3.62078 11.9115 3.43904 12.2596 3.43904C12.6068 3.43904 14.3958 3.43904 14.3958 3.43904V0.0120058L11.4537 0C8.18772 0 7.44447 2.55599 7.44447 4.19168V6.47609H5.55566V10.0075H7.44447C7.44447 14.5394 7.44447 20 7.44447 20H11.4173C11.4173 20 11.4173 14.4856 11.4173 10.0075H14.0981L14.4446 6.47609Z\"><\/path><\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"twitter\" data-social-type=\"twitter\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17\" height=\"18\" viewBox=\"0 0 17 18\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_2187_1527)\"> <path d=\"M6.88269 10.3821L0.554058 18H2.05374L7.54889 11.3855L11.9379 18H17L10.363 7.99774L17 0.00924304H15.5002L9.69721 6.99436L5.06215 0.00924304H-5.51343e-07L6.88306 10.3821H6.88269ZM8.93683 7.90961L9.60929 8.90561L14.9598 16.8309H12.6563L8.33833 10.4349L7.66587 9.43894L2.05303 1.12518H4.35659L8.93683 7.90923V7.90961Z\" fill=\"currentColor\"><\/path> <\/g> <defs> <clipPath id=\"clip0_2187_1527\"> <rect width=\"17\" height=\"18\" fill=\"white\" transform=\"matrix(-1 0 0 -1 17 18)\"><\/rect> <\/clipPath> <\/defs> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"linkedin\" data-social-type=\"linkedin\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17px\" height=\"16px\" viewBox=\"0 0 17 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Shape<\/title> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-74.000000, -2.000000)\" fill=\"#000000\" fill-rule=\"nonzero\"> <path d=\"M74.2155762,7.20409322 L77.8588786,7.20409322 L77.8588786,18 L74.2155762,18 L74.2155762,7.20409322 Z M76.0616143,2 C74.8146643,2 74,2.80609002 74,3.86411056 C74,4.90036967 74.7908238,5.72989508 76.0139333,5.72989508 L76.0371667,5.72989508 C77.3079571,5.72989508 78.0993476,4.90032981 78.0993476,3.86411056 C78.0755071,2.80609002 77.3079976,2 76.0616143,2 Z M86.8041976,6.95048874 C84.8702857,6.95048874 84.0038929,7.99790755 83.5205667,8.73245583 L83.5205667,7.20409322 L79.8761714,7.20409322 C79.924419,8.21687707 79.8761714,18 79.8761714,18 L83.5205667,18 L83.5205667,11.9708054 C83.5205667,11.6478911 83.5444071,11.3261725 83.6402952,11.0948476 C83.9041595,10.4502147 84.5037738,9.78266458 85.5095667,9.78266458 C86.8291714,9.78266458 87.3561714,10.773129 87.3561714,12.2237722 L87.3561714,18 L91,18 L91,11.8093881 C91,8.49339883 89.2027762,6.95048874 86.8041976,6.95048874 Z\" id=\"Shape\"><\/path> <\/g> <\/g> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"link\" data-social-type=\"copy\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"18px\" height=\"19px\" viewBox=\"0 0 18 19\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group 7<\/title> <defs> <polygon id=\"path-1\" points=\"0 0 11.3597146 0 11.3597146 13.250495 0 13.250495\"><\/polygon> <polygon id=\"path-3\" points=\"0 0 11.4438464 0 11.4438464 13.237235 0 13.237235\"><\/polygon> <\/defs> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-115.000000, 0.000000)\"> <g id=\"Group-7\" transform=\"translate(115.000000, 0.000000)\"> <g id=\"Group-3\" transform=\"translate(6.640285, 0.000000)\"> <mask id=\"mask-2\" fill=\"white\"> <use xlink:href=\"#path-1\"><\/use> <\/mask> <g id=\"Clip-2\"><\/g> <path d=\"M9.6365839,1.06427739 L9.6365839,1.06407143 C7.63313006,-0.581342526 4.71799441,-0.287025772 3.06469376,1.72767436 L1.68152847,3.42787366 C1.2637913,3.94153775 1.3305731,4.70585509 1.8305341,5.13486964 C2.33069565,5.56409016 3.0749216,5.4955055 3.49265877,4.98184141 L4.8760246,3.28143615 C5.71089731,2.25863908 7.1949372,2.1243532 8.19104884,2.98176443 C8.20769415,2.99597567 8.22413891,3.01059882 8.24038313,3.02522198 C9.18174573,3.92361924 9.26838157,5.42383144 8.43691815,6.43015171 L5.5610895,9.96627791 L5.53461744,9.99634806 C5.38079871,10.1792405 5.20090901,10.3370058 5.00076417,10.4640831 C4.04676718,11.0718709 2.80719278,10.901748 2.04211006,10.0579301 C1.59709864,9.56877523 0.850065046,9.54303024 0.374169553,10.0002613 C-0.100522665,10.4562566 -0.127195273,11.2205739 0.315008503,11.7099348 C1.3991598,12.9045024 2.99670869,13.4575049 4.56377459,13.1800768 C4.80503134,13.1364133 5.04287882,13.0742134 5.27470991,12.9934771 C6.09434113,12.7094584 6.82152068,12.1980598 7.37542854,11.5155086 L10.2440375,7.98947441 C11.0680808,6.96832503 11.4617524,5.65182909 11.3372134,4.33183184 C11.2235039,3.05137889 10.6100339,1.87267016 9.6365839,1.06427739\" id=\"Fill-1\" fill=\"#000000\" mask=\"url(#mask-2)\"><\/path> <\/g> <g id=\"Group-6\" transform=\"translate(0.000000, 5.762765)\"> <mask id=\"mask-4\" fill=\"white\"> <use xlink:href=\"#path-3\"><\/use> <\/mask> <g id=\"Clip-5\"><\/g> <path d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull eh-single-resource-whitepapers-layout has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"stop-el\" class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--4\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-21873 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog industry-agriculture industry-automotive industry-business-consulting industry-childcare industry-colleges-and-sporting-clubs industry-construction industry-consumer-services industry-customer-service industry-early-education industry-ecommerce industry-education industry-entertainment industry-finance industry-financial-services industry-franchises industry-health-and-fitness industry-health-services industry-healthcare industry-hospitality industry-it-and-technology industry-legal industry-logistics-manufacturing industry-media-communications industry-not-for-profit industry-professional-services industry-public-relations industry-real-estate industry-real-estate-and-strata-management industry-recruitment industry-retail industry-stem industry-technology industry-utilities-public-services industry-veterinary-services industry-youth-services\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/the-psychology-of-goal-setting\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"2500\" height=\"1653\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/08\/10-goals-for-HR-department-in-2016-employment-hero-1.jpg\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The psychology of goal setting\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/08\/10-goals-for-HR-department-in-2016-employment-hero-1.jpg 2500w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/08\/10-goals-for-HR-department-in-2016-employment-hero-1-300x198.jpg 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/08\/10-goals-for-HR-department-in-2016-employment-hero-1-1024x677.jpg 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/08\/10-goals-for-HR-department-in-2016-employment-hero-1-768x508.jpg 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/08\/10-goals-for-HR-department-in-2016-employment-hero-1-1536x1016.jpg 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/08\/10-goals-for-HR-department-in-2016-employment-hero-1-2048x1354.jpg 2048w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/08\/10-goals-for-HR-department-in-2016-employment-hero-1-576x380.jpg 576w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/08\/10-goals-for-HR-department-in-2016-employment-hero-1-440x291.jpg 440w\" sizes=\"auto, (max-width: 2500px) 100vw, 2500px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/the-psychology-of-goal-setting\/\" target=\"_self\" >The psychology of goal setting<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">What\u2019s the secret code to setting goals that drive us forward towards success? <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/the-psychology-of-goal-setting\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The psychology of goal setting<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/the-psychology-of-goal-setting\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-21747 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog topic-culture-performance industry-agriculture industry-automotive industry-business-consulting industry-childcare industry-colleges-and-sporting-clubs industry-construction industry-consumer-services industry-customer-service industry-early-education industry-ecommerce industry-education industry-entertainment industry-finance industry-financial-services industry-franchises industry-health-and-fitness industry-health-services industry-healthcare industry-hospitality industry-it-and-technology industry-legal industry-logistics-manufacturing industry-media-communications industry-not-for-profit industry-professional-services industry-public-relations industry-real-estate industry-real-estate-and-strata-management industry-recruitment industry-retail industry-stem industry-technology industry-utilities-public-services industry-veterinary-services industry-youth-services\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-25 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/implementing-okrs-hybrid-work-environments\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/1-2-1.png\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"5 strategies for implementing OKRs in hybrid work environments\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/1-2-1.png 1728w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/1-2-1-300x176.png 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/1-2-1-1024x601.png 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/1-2-1-768x451.png 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/1-2-1-1536x901.png 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/1-2-1-864x508.png 864w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/1-2-1-440x258.png 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/implementing-okrs-hybrid-work-environments\/\" target=\"_self\" >5 strategies for implementing OKRs in hybrid work environments<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Want to boost productivity, alignment, and success in your hybrid workplace? OKRs are the answer. <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/implementing-okrs-hybrid-work-environments\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: 5 strategies for implementing OKRs in hybrid work environments<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/implementing-okrs-hybrid-work-environments\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-3120 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog topic-leadership-and-management topic-people-and-culture industry-agriculture\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-28 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/how-to-implement-okrs\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1016\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/11\/allgo-an-app-for-plus-size-people-P-LS6CV1TuE-unsplash-433-1.jpg\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"How to implement OKRs in your company\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/11\/allgo-an-app-for-plus-size-people-P-LS6CV1TuE-unsplash-433-1.jpg 1728w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/11\/allgo-an-app-for-plus-size-people-P-LS6CV1TuE-unsplash-433-1-300x176.jpg 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/11\/allgo-an-app-for-plus-size-people-P-LS6CV1TuE-unsplash-433-1-1024x602.jpg 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/11\/allgo-an-app-for-plus-size-people-P-LS6CV1TuE-unsplash-433-1-768x452.jpg 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/11\/allgo-an-app-for-plus-size-people-P-LS6CV1TuE-unsplash-433-1-1536x903.jpg 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/11\/allgo-an-app-for-plus-size-people-P-LS6CV1TuE-unsplash-433-1-864x508.jpg 864w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/11\/allgo-an-app-for-plus-size-people-P-LS6CV1TuE-unsplash-433-1-440x259.jpg 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-27 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-26 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/how-to-implement-okrs\/\" target=\"_self\" >How to implement OKRs in your company<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Now that you know what OKRs are, let&#8217;s talk about how to implement them. <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/how-to-implement-okrs\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: How to implement OKRs in your company<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/how-to-implement-okrs\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Discover OKRs, the goal-setting framework that helps you and your team work together towards a single, big ambitious company goal.<\/p>\n","protected":false},"featured_media":40903,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"13 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","video_type":"","file_video":"","download_content_type":"file","download_file":"41245","download_url":"","download_cta_label":"","footnotes":""},"resource-type":[168],"topic":[91],"industry":[65,35,76,43,67,69,70,45,47,49,51,64,53,74,75],"search-tags":[248,249],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-22695","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-guides-and-playbooks","topic-leadership-and-management","industry-agriculture","industry-construction","industry-consumer-services","industry-education","industry-entertainment","industry-financial-services","industry-healthcare","industry-hospitality","industry-legal","industry-logistics-manufacturing","industry-media-communications","industry-real-estate","industry-retail","industry-technology","industry-utilities-public-services","search-tags-employee-engagement-software","search-tags-performance-management-software"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/22695","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":55,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/22695\/revisions"}],"predecessor-version":[{"id":43266,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/22695\/revisions\/43266"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/40903"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=22695"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=22695"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=22695"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=22695"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/search-tags?post=22695"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=22695"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=22695"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=22695"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=22695"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=22695"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=22695"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=22695"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=22695"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}