OKR (Objectives and Key Results)
OKR is a goal-setting framework pairing a qualitative ambition (Objective) with 2–5 measurable outcomes (Key Results) used to align teams and individuals on what matters most each cycle.
What is an OKR?
An OKR — short for Objective and Key Results — is a goal-setting method popularized by Andy Grove at Intel and adopted widely by Google, LinkedIn, and most modern technology companies. It pairs a single qualitative Objective (a clear, inspiring statement of what you want to achieve) with 2–5 quantitative Key Results that measure whether the objective was met.
An Objective is the destination. Key Results are the milestones that prove you arrived. A good OKR makes success unambiguous: at the end of the cycle, you can either point to data showing each KR was met, or you can't.
Example OKR
Objective: Make Psyth the fastest task tracker on the market.
Key Result 1: Reduce p95 issue-board render time from 380ms to 150ms.
Key Result 2: Achieve a 9.0+ NPS score from engineering users on speed.
Key Result 3: Ship 100% of UI interactions with <50ms perceived latency.
How OKRs differ from KPIs
KPIs (Key Performance Indicators) are ongoing health metrics — they keep moving, and you watch them. OKRs are time-bounded ambitions for a quarter or half — they end. KPIs measure how the business runs; OKRs measure what you're trying to change.
Common mistakes with OKRs
Treating Key Results as a task list. KRs are outcomes, not work — the work that drives them lives in your issue tracker.
Setting too many OKRs. Most teams overcommit; 1–3 objectives per team per quarter is plenty.
Not linking OKRs to actual work. If progress can't be calculated automatically, OKRs become a chore. Psyth links Key Results to the issues and projects that drive them, so progress updates itself.
FAQ
How often should we set OKRs?
Most teams set OKRs quarterly. Annual or semi-annual cycles work for slower-moving organizations. Avoid monthly cycles — they don't leave time for the work to compound.
Should OKRs be public?
Yes. OKR transparency is one of the framework's biggest benefits — every employee can see what every team is working toward.
Related features
OKRs linked to the work that drives them
Set objectives, link key results to actual issues and projects.
Open featurePerformance reviews that aren't busywork
Self assessments, manager assessments, ratings — informed by real work.
Open featureAn AI teammate that actually does the work
Natural-language project management with full context on your team.
Open feature
More from the glossary
- Sprint velocity
Sprint velocity is the average amount of work a team completes per sprint, typically measured in story points or completed issues, used to forecast capacity for upcoming sprints.
- Burndown chart
A burndown chart visualizes work remaining over the course of a sprint, plotting actual progress against an ideal trajectory to surface delivery risk early.
- Pulse survey
A pulse survey is a short, frequent employee survey — typically 1–5 questions on a weekly or bi-weekly cadence — designed to track engagement, sentiment, and team health over time.
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