What is an OKR?
An Objective is a qualitative, inspiring goal (“Become the most reliable caterer in the city”). Key Results are 2–4 measurable outcomes that prove progress (“On-time delivery from 88% to 97%”). OKRs are usually set quarterly, at company and team level, and are visible to everyone.
How to write good OKRs
- Limit to 3–5 objectives per level per quarter.
- Make objectives clear and motivating — no numbers needed.
- Make key results measurable outcomes, not tasks (“reduce wastage to 4%”, not “run a wastage meeting”).
- Set stretch targets: hitting 70% of an ambitious OKR is a good result.
- Check in weekly; score at quarter end (0.0–1.0).
OKR example
| Objective | Key results |
|---|---|
| Delight corporate customers | On-time delivery 88% → 97% |
| Complaints per 1,000 meals 6 → 2 | |
| Renewal rate 75% → 90% |
Common mistakes to avoid
- Writing tasks as key results.
- Too many OKRs, so nothing gets focus.
- Linking OKRs directly to bonuses, which discourages ambition.
How DOOfy helps
Key results need live numbers. AIMOS One connects company objectives to the operational data behind each key result, so weekly OKR check-ins show real progress instead of guesses.
Frequently asked questions
What is the difference between OKRs and KPIs?
KPIs measure the ongoing health of the business. OKRs set ambitious goals for change over a period. A key result often aims to move a KPI.
How many key results should an objective have?
Usually 2 to 4. Fewer may not prove the objective; more dilutes focus.