{"id":6318,"date":"2022-03-28T18:59:12","date_gmt":"2022-03-28T16:59:12","guid":{"rendered":"https:\/\/lucianocastro.com\/?p=6318"},"modified":"2022-03-31T13:21:14","modified_gmt":"2022-03-31T11:21:14","slug":"okr-template-3-modules-to-download-for-free","status":"publish","type":"post","link":"https:\/\/lucianocastro.com\/en\/okr-template-3-modules-to-download-for-free\/","title":{"rendered":"OKR template: 3 templates to download for free"},"content":{"rendered":"

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OKR template to download to effectively apply Objective and Key Results<\/h1>\n

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Recently, I dedicated an article to how to correctly write Objective and Key Results<\/a> (OKR). The next step is to ‘ground’ the theory, that is to see how the writing of objectives and key results can be translated into the reality of business processes. How do I intend to proceed? By analyzing various practical examples<\/strong> and sharing some OKR templates that you can download and customize according to the needs<\/strong> and requirements of the organization.<\/p>\n

By doing so, I hope to support you as you are setting OKRs, that is the objectives and key results that you will need on the one hand to define the direction and on the other to measure progress in the approach.<\/p>\n

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The objective (O) indicates the direction<\/strong>, the intent. The key results (KR) are the milestones<\/strong>, the milestones to be achieved in the progressive advancement towards the ambitious goal.<\/em><\/p>\n<\/blockquote>\n

In order not to go back to expressing concepts already expressed in words, I have prepared this summary infographic to establish the characteristics of the OKR methodology<\/strong> in its essential components.<\/p>\n

\"objective<\/p>\n

Before talking to you about OKR templates useful for creating a customized model of measurable goals and key results, here is the formula for writing<\/strong> a good OKR:<\/p>\n

OKR = O<\/strong> (“Where we aim”, “Why is it important”<\/em>) + 2-5 KR<\/strong> (“What are the stages”, “How we measure them”<\/em>)<\/p>\n

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OKR examples<\/b><\/h2>\n

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Do you know what, in my opinion, is the most intriguing part of the OKR mindset<\/strong><\/em>? The fact that pushes us to go beyond what is conceivable and at the same time obliges us to measure, with regular timelines, the effort to stretch towards the goal and the constant alignment of the teamwork frameworks.<\/p>\n

I use the authority of John Doerr<\/strong> (if you have followed me you know that I quote him, not surprisingly, as a guru of the subject) to develop this aspirational concept: “With OKRs you can write any goal you have in mind and any key result. If the goal is truly unattainable, you will certainly set yourself up for failure. In any case, go a part of the way<\/em>“.<\/p>\n

What’s more engaging? We can fail, but if we have a goal-setting which is sufficiently ‘elongated’ and challenging, we can still make a path towards improvement<\/strong>. We have metrics and we can measure everything. It is Doerr himself who enlightens us with a sporting example: \u201cA team with poor performance wants to win the World Cup. This goal is undoubtedly unrealistic. This does not mean that it is not possible to set an aggressive goal, such as winning a regional championship<\/em>\u201d.<\/p>\n

If you are looking for inspiration, or if you want to check if you are moving in the right direction to create value, I thought I would collect a set of OKR examples<\/strong> organized by division and by the department.<\/p>\n

If you already have clear ideas, download the OKR templates<\/a> ready to be customized.<\/p>\n

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OKR Google Example<\/b><\/h3>\n

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When we talk about OKR it is impossible not to mention Google. Although the OKR processes have been implemented by many companies, I can mention LinkedIn and Spotify<\/strong>, but also Walmart and The Guardian<\/strong>, Big G more than any other links its name to Objective and Key Results. And it couldn’t be otherwise!<\/p>\n

Doerr recounted how this method was introduced back in 1999 during a meeting in Palo Alto. The first googlers were present, including Larry Page and Sergey Brin. Google had about 40 collaborators. The (crazy!) Mission had already been defined: “To organize the world\u2019s information and make it universally accessible and useful<\/em>“.<\/p>\n

\"google<\/p>\n

About 20 years have passed and in 2017 there were about 70,000 employees, while advertising revenues in 2018<\/strong> amounted to 116 billion dollars. In all this time, Google has never given up on the OKR method, quite the opposite! If you want to learn more, you can read Google’s OKR Playbook here<\/a>.<\/p>\n

Big G recently set up OKRs for a multi-product initiative. The mission is to achieve sustainability in all processes while they track progress in all company levels.<\/p>\n

O<\/strong> = Designing ‘circular’ and sustainable products and services and reusing materials to generate maximum environmental and social value.<\/p>\n

KR1<\/strong> = 100% of Made by Google products, launched in 2022 and then every following year, will be made with recycled materials to optimize the waste cycle where possible.<\/p>\n

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Corporate OKR examples<\/h2>\n

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Within the organizational and business process, various company objectives and different key results can be set to measure them. Let’s take as a scenario a website of a company that sells consulting services on a subscription basis and see how the divisions can decline the OKRs.<\/p>\n

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OKR web marketing examples<\/h3>\n

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O = increase the number of Marketing Qualified Leads (MQL) by 2 times every quarter<\/p>\n

K1 = generate 1000 MQL from 4 webinars released by the end of the fourth quarter<\/p>\n

K2 = create 2 inbound lead generation campaigns by the middle of the fourth quarter<\/p>\n

K3 = create 2 popups for the Home Page and for the prices page for visitors with “intention to leave” (tracked as if on the point of leaving the site).<\/p>\n

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Examples OKR sales<\/h3>\n

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O = reach 1 million ARR (Annual Recurring Revenue) by the end of the fourth quarter of 2023<\/p>\n

KR 1 = increase the average subscription spend to at least \u20ac 120 per month<\/p>\n

KR 2 = reduce the monthly dropout from the current 2% to 1% by the end of the fourth quarter of 2023<\/p>\n

KR 3 = increase the share of annual subscriptions to 65% compared to monthly ones.<\/p>\n

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Financial OKR examples<\/h3>\n

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O = increase the company’s annual profitability by 20%<\/p>\n

KR 1 = to introduce Bitcoin as a payment method by the end of Q4 2023<\/p>\n

KR 2 = increase the average subscription cost to at least \u20ac 120 per month<\/p>\n

KR 3 = increase gross profit margin from 20% to 45%<\/p>\n

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Customer OKR examples<\/h3>\n

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O = evaluate customer satisfaction by the end of the fourth quarter of 2023<\/p>\n

KR 1 = obtain at least 1,000 responses to the annual customer satisfaction survey<\/p>\n

KR 2 = Conduct 5 customer interviews per week and provide a feedback document by the end of Q4 2023<\/p>\n

KR 3 = implement an action plan with 5 improvements to increase customer satisfaction by 25% in 2024<\/p>\n

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OKR examples for HR<\/h3>\n

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O = improve employee job satisfaction level to 4.5 \/ 5<\/p>\n

KR 1 = create a new internal portal for career path evaluation and career growth<\/p>\n

KR 2 = interview 15 employees about their needs in order to improve the work culture<\/p>\n

KR 3 = submit a 5-point action plan aimed at satisfying employees by the end of 2022<\/p>\n

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OKR template: how to use them?<\/h2>\n

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I conclude this article, as promised, by leaving you the link to download the OKR templates<\/strong><\/a> to be filled in based on the mission and company strategy.<\/p>\n

When you start working on it, never lose sight of the two foundations of the OKR revolution:<\/p>\n