OKRs are a great way to measure your progress as you work toward achieving your goals, but they’re not easy. OKRs can be hard to set, and they can be even harder to implement. If you don’t do them right, they won’t help you accomplish what you want. So how can you make sure that the OKRs you set are going to actually help? Follow these six tips for implementing your OKRs and achieving success in 2020.

Keep the OKRs simple

As with all things, a little bit of knowledge can go a long way. Keeping your OKRs simple will not only make them easier to understand and track, but also help you stay focused on the key metric of each goal. If your OKR is too complex, there’s a good chance it will get overlooked or forgotten as other priorities take precedence in the company’s day-to-day operations and meetings. By keeping them short and sweet, it’ll also be easy for others outside of your direct reporting chain to quickly understand what they mean when they look at them. Finally, limiting yourself (and everyone else) to one page per goal ensures that no matter how many metrics you’re tracking at any given time, none of them is too overwhelming or difficult to execute successfully by anyone on the team

Set ambitious goals

To reap the benefits of OKRs, you’ll need to set ambitious goals for yourself and your team. But setting overly-ambitious goals is a recipe for failure.

The best way to do this is to ask yourself: What would be a success? What would I consider an “A+” result?

Asking yourself these questions can help you set high standards that aren’t too unrealistic or unachievable. And by using this approach, we’ve found that there’s no limit to how successful our teams can become!

Here are some tips on how best to create these types of “A+” results:

Set goals that are challenging, but not impossible: Your OKR should push your limits and stretch your capabilities so that you’re always growing as an individual or team member; however, if it seems impossible from the outset then there’s very little chance of achieving them anyway!

Be transparent with your OKRs

The most important aspect of implementing OKRs is being transparent with your goals. Sharing them with your team, manager, boss and even board members will ensure that everyone is on the same page and understands how their role contributes to achieving the company’s overarching mission. The same goes for customers and suppliers—these stakeholders should know exactly what you’re working towards in order for them to be able to help you achieve your goals.

Be flexible with your goals

Now that you’ve got a good idea of what makes an OKR and how to create them, it’s time to put your plan into action. One of the most important things that you can do is be flexible with your goals. If you set a goal and it’s not working out, don’t beat yourself up. Instead, adjust your goal so that it works better with the rest of your goals and make them more achievable.

And remember—if one thing isn’t working for you, try something else! Just because something wasn’t successful doesn’t mean that nothing can come from it; sometimes failure just means taking another approach until something clicks again—and if all else fails…try again.

Conduct regular OKR check-ins

You and your colleagues should meet regularly to discuss progress on your OKRs. The frequency of these meetings will depend, but they should be frequent enough that you can stay on track.

The purpose of these check-ins is twofold: first, they provide a forum for celebrating wins and discussing setbacks. Second, they allow you to discuss the OKRs themselves and assess performance.

All OKRs must be measurable, specific, achievable and actionable.

Measurable: Your OKRs should have a clear way to track progress towards them. For example, if you have an OKR that says “Grow Facebook followers by 100%,” this is not measurable because there is no way to know if you’ve met the goal until after you look at your follower count on Facebook. Instead, try writing something like “Increase Facebook followers from 1k to 2k.” This goal is much easier to measure since it can easily be tracked in real-time.

Specific: General goals are too vague and difficult for teams to understand what they need to do each day or week in order to achieve them (and therefore may lead people down the wrong path). For example, “increase sales” is not specific enough because it doesn’t tell us what tactics we can use that will help us achieve our goal (such as rethinking our pricing structure or changing the product mix), so we won’t know whether these tactics work unless we get feedback from customers afterwards which isn’t possible when working towards a general objective like this one unless someone else has been tracking those stats already beforehand!

Actionable: Action items should give clear instructions on how people should proceed but also leave room for creativity so team members don’t feel boxed-in by process-oriented directives coming down from management all day long; they need room for innovation! A good rule of thumb here would be: If someone could come up with another way of doing something based solely off their own knowledge base without needing outside resources then there isn’t enough flexibility built into those directions yet.”

Your OKRs should drive you to achieve what you want to meet.

The most important thing to keep in mind about setting OKRs is that they must drive you to achieve what you want to meet. If the purpose of your OKRs is simply to write down what needs to be done, then it’s a waste of time. That’s why it’s critical that each OKR aligns with one main strategy of your company or team and should therefore be used as a tool for driving the business forward.


OKRs stand for Objectives and Key Results. They are a popular method used by top companies to help them in their goal-setting process. OKRs work because they allow you to prioritize what’s important, align goals across teams, and measure progress towards those goals. Implementing OKRs in your company can be challenging but these tips, it will help make the transition smoother when implementing this new company-wide goal strategy.

If you are interested in developing more focus on your business, check out our free guide on how to “Be More Productive to Drive Growth”

OKRs / Growth Management