As a reminder...
<aside> 🎯 Our Vision:
</aside>
<aside> 💌 Our Values:
</aside>
Team OKRs (remember that these objectives should be connected to at least one of the key results in the company OKRs)
Head of Commercial: NAME
Head of Customer Success: NAME
Head of Product: NAME
Head of Engineering: NAME
Head of People & Culture: NAME
Head of XXX: NAME
Examples of metrics you can use as key results
Remember to:
- Have 3-5 company objectives and 2-5 key results per objective
- Always combine quality & quantitive key results to get a balanced approach. As an example, combine "# of new customers" (quantitative) with "NPS score of customers" (qualitative). If you don't have this balance, the incentives can be destructive instead of constructive.
- Decide your time-frame. We recommend having quarterly OKRs since startups change continuously. If possible to have them tied to annual OKRs, then that's nice. Operational check-ins such as weekly stand-ups, agile sprints, etc can be run in a separate tool as long as "success" is measured in the OKRs.
- Track in the Open. Everyone in the organisation should be able to see them)
- Check-in Often. There's different schools to this, but your monthly 1-2-1s should be used to check in on the OKRs)
- Reevaluate the OKRs when needed to ensure that they always are relevant
- Skip individual OKRs altogether. Especially for you as a startup they're redundant. Focus on company and team-level OKRs.
- Outcome metrics, not process metrics. Avoid metrics that quantify progress; focus only on metrics that reflect actual impact that's core to the business. (i.e., avoid metrics that just show you're busy)
- Keep it simple!