Decompose Objectives into Key Results to track work objectively
Objective and Key Results OKR is a technique to decompose Objectives into measurable indicators known as Key Results.
An OKR table has entries such as this example:
OKR encourages the hierarchical structuring of objectives: your boss' objectives can be decomposed into some of your objectives
You should propose your own objectives but you should not go beyond 3 or 4 objectives per quarter to keep your focus
Objectives are public so people can collaborate with each other when objectives are aligned
Objectives are usually set a little above current skillset to motivate professional growth
Bonuses should not be directly tied to reaching objectives because people should be challenged into accepting harder objectives
It was introduced by John Doerr in the book Measure What Matters who learned it at Intel in the 1980
