OKRs are available for everyone to see, providing visibility into efforts across the organization, so it's common to want to represent everything your team is working on within the platform. There are important day-to-day functions that need to be completed in order to keep the business operating. Then, there are also OKRs, those focused ambitions that help you break the status quo and push the company forward. As a result, not everything should be an OKR and not all teams will equally participate in the program at all times. 

So, how do you determine how your team's work is reflected in Perdoo?

Is it business as usual? Add a KPI.
If you think of a car journey, OKR provides the destination and the path towards the destination, and KPIs are the dashboard to ensure the car is running smoothly (i.e. gas, engine). KPIs are the key indicators that need to stay healthy for the business to operate smoothly. This is your business as usual and in Perdoo, you can add these metrics as KPIs so that you constantly monitor them.

Does a KPI need to be fixed?
Create an OKR.
If a KPI drops, then you need to prioritize getting it back on track because the health of the team is dependent on it. This effort can then be represented as an OKR since it will take special attention to fix it. In Perdoo, add this goal as an Objective so that the team focuses its time accordingly.

Does it push the company forward? Create an OKR.
Company OKRs lead the entire organization by signalling what's important. Once these strategic goals are determined, the execution component then falls on teams. This means that, depending on the size of your company, team OKRs align to department or company OKRs. 

Whether your team has an OKR depends on whether it can make a meaningful impact on one of the higher-level OKRs. If this contribution is within its purview, then owning an entire OKR would be appropriate. In Perdoo, add this as an Objective.

Is it a means to an end? Add an Initiative.
If the contribution is more like a project or task, then a team's participation can be in the form of an initiative instead of an entire OKR. OKRs encourage collaboration across the entire company for a greater purpose, so you'll see the benefits of cross-functional teamwork. Add this work as an add an initiative to the OKR it'll support. 

Do you have enough time?
The ability to work on OKRs will vary depending on the nature of the team's responsibilities. Sales teams, for instance, will likely have a higher amount of time allocated for KPIs. Since closing deals is their business as usual, they'll have a lower capacity to work on OKRs and likely fewer OKRs. You should be realistic about the composition of how your team's time is spent and how much of that time can be dedicated to OKRs will impact how many can be tackled. 

Conclusion

-Business as usual should be reflected as KPIs
-OKRs are goals that push the company forward or help fix an unhealthy KPI
-Your team's ability to make an impact should determine how it participates in OKRs
-Evaluate how much time your team dedicates to core responsibilities to determine how much time can be used towards OKRs

Related articles
OKR vs. KPI: How they compare and how they work together
KPIs & OKRs: The goals that drive business success

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