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  • Writer's pictureDiana Landazuri

Measure What Matters by John Doerr

Big companies tend to rely upon KPIs that not always speak about what is really happening inside an organization. If there was only one strategy of measurement inside a company, i would definitely use OKRs- Objectives & Key Results, as they really "Measure What Matters" (by John Doerr) - and here is a 2 minutes summary of this great book! Enjoy!


OKRs (Objectives & Key Results) allow organizations and teams to continuously set, track and achieve goals in a transparent and accountable way, and when combined with regularly having conversations with employees about their performance -instead of once per year, OKRs can bring a healthy and high performance workplace culture.

- OKRs began inside INTEL, they identified their goal and the steps to achieve it.

- OKRs allow companies to stay focused on reaching their goals and keep alignment of key activities to the general corporate strategy.

- 3 things for OKRs: 1) Have only a handful of OKRs per time range and communicate them from top to bottom. 2) Define 3 to 5 KRs per objective 3) Set a time frame to achieve them, every 3 months to review them, set new ones or change them to the new reality.

-When tracking OKRs, share the progress in 4 dimensions: continue, update, start, stop.

- Have Stretch objectives and Committed objectives. Committed are the day to day activities that can be measured and should be achieved to 100%; and, Stretch: are part of a bigger picture idea, not achievable to 100% but their pay-off is bigger.

- CFR: Conversations, Feedback and Recognition, these are the OKRs of Human Resources and should happen every 3 months.

-CFRs + OKRs = better workplace culture, and more successful company.

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