There are several misconceptions about OKR—one being that you should include everything you’re working on. This video (or text below) helps you determine how your team’s work should be represented.
A huge misconception about OKRs is that they should include everything you're working on.
While there are important day-to-day functions that need to be completed in order to keep the business operating, OKRs are those focused ambitions that help you break the status quo and push the company forward.
So, how do you determine how your team's work should be represented?
Is it business as usual? Add a KPI.
KPIs are the key indicators that need to stay healthy for the business to operate smoothly.
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 dependant on it.
Does it push the company forward? Create an OKR.
Company OKRs lead the entire organization by signalling what's important and teams take care of the execution through their quarterly OKRs.
Is it a means to an end? Add an Initiative.
OKRs represent the outcomes that you'd like to achieve but they won't magically happen. Initiatives are all those projects that will push progress of your OKRs.
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