{"id":35434,"date":"2023-06-20T15:13:04","date_gmt":"2023-06-20T15:13:04","guid":{"rendered":"https:\/\/actiosoftware.com?p=35434"},"modified":"2026-02-24T14:33:34","modified_gmt":"2026-02-24T17:33:34","slug":"okr-what-is-and-how-to-implement-the-methodology","status":"publish","type":"post","link":"https:\/\/actiosoftware.com\/en\/blog\/okr-o-que-e-e-como-implementar-a-metodologia\/","title":{"rendered":"OKR: What is it and how to implement the methodology\u00a0\u00a0<\/strong>"},"content":{"rendered":"

Similar to management by guidelines, the OKR methodology has aroused the interest of many companies seeking to develop management based on indicators and targets. In addition, this management tool has become an ideal way to promote a culture of high performance, measured by the results obtained.<\/p>\n\n\n\n

However, a brief study of OKR often generates more questions than answers. With this in mind, we have prepared a complete article that offers tips on the concept, a step-by-step guide to how OKR works and much more. Have a good read!<\/p>\n\n\n\n

What is OKR? <\/strong><\/h2>\n\n\n\n
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The acronym OKR stands for \"Objectives and Key Results\". But for you to understand it better, it's important to know that this agile methodology has two main elements:<\/p>\n\n\n\n

1- Objective (O):<\/strong> represents what the company wants to achieve. Objectives must be meaningful, concrete, action-oriented and inspiring. When well designed and implemented, they become an antidote to muddled thinking and execution. In general, an organization sets between 3 and 5 objectives per period.<\/p>\n\n\n\n

For example, an objective could be \"Dominate the southeast region of Brazil\".<\/p>\n\n\n\n

2- Key Results (KR)<\/strong>Key Results: establish and monitor progress towards the goal. Key Results should be specific, time-bound, ambitious but realistic, as well as being measurable and verifiable. Generally, each selected objective has up to 5 Key Results (targets) associated with it.<\/p>\n\n\n\n

For the fictitious objective of \"Dominate the southeast region of Brazil\", a company could define the following Key Results (KRs): KR1 - \"Increase market share in the southeast region from X% to Y%\", KR2 - \"Increase turnover in the region by Z%\", and KR3 - \"Sponsor a major local event\". Success in achieving these Key Results determines whether and to what extent the objective has been achieved.<\/p>\n\n\n\n

Although it may seem like a common system of objectives and targets at first glance, OKR differs significantly from traditional methodologies. <\/p>\n\n\n\n

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What is the origin of the OKR?<\/strong><\/h2>\n\n\n\n
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The OKR methodology was created in the 1970s by the president of Intel, Andrew Grove, and was presented to the public in his book \"High Performance Management\". He described how the management of goals and employees was carried out at Intel, offering an initial vision of OKR.<\/p>\n\n\n\n

Intel developed OKR as a response to the rapid technological advances and transformations in the market at the time. It needed a management model that would allow companies to adapt quickly to these changes.<\/p>\n\n\n\n

However, the OKR story only gained momentum around 1999, when John Doerr, a renowned venture capitalist, presented the model to Larry Page and Sergey Brin, founders of the then small company called Google. <\/p>\n\n\n\n

Since it was founded in 1999, when it had only around 40 people, the company has expanded to over 60,000 employees today. Since then, the methodology has gained great recognition for its ability to support Google's growth. This success shows that both small companies and large corporations can adopt the method successfully. <\/p>\n\n\n\n

How to implement OKR in 6 steps <\/strong><\/h2>\n\n\n\n

Now that you've understood all the benefits of OKR and how it can boost your organization in an agile and effective way, you may be wondering how to start implementing it. But don't worrywe are here to help you with this,<\/a> with the 6 fundamental steps for implementation.<\/p>\n\n\n\n

1- Define clear and specific objectives:<\/p>\n\n\n\n