OKRs and How to Use Them for Your Growth Team

Photo by Med Badr Chemmaoui on Unsplash

Is your growth team not as engaged as you’d like them to be? If so, changing the way you approach goal-setting might help.

One of the most effective strategies for goal-setting is the OKR (short for objectives and key results) framework. Read on to learn more about the basics of OKRs and how you can use them to help your growth team deliver.

What Are OKRs?

You know what OKR stands for. Now, let’s explore this methodology in more depth.

Objectives refer to your growth team’s goals. Where do you want to end up by the end of the month, quarter, or year?

Your team’s objectives are meant to be short, ambitious, and inspirational. Most teams set somewhere between three and five high-level objectives each quarter.

Key results are the deliverables. They’re measurable actions that help you to define your objectives and measure progress toward achieving them. In general, each of your objectives should have between two and five key results that accompany them.

The following is a helpful formula that your growth team can use when implementing the OKR framework: I will do [insert objective here] as measured by [insert key results].

Benefits of OKRs

1. Simple, Agile Framework

2. Provide Clear Directions

When expectations are unclear, it’s harder for workers to stay motivated and engaged. By taking the time to set lofty goals and layout exactly how you’ll measure success, you can prevent confusion and see better results.

3. Increase Productivity

4. Encourage Collaboration

Everyone on the team will be working toward a common objective when you implement the OKR framework. It’ll quickly become clear that people will get farther working as a team than they would while trying to accomplish their goals alone.

5. Track Progress

6. Identify and Address Problems’ Root Causes

How to Use OKRS for Your Growth Team

1. Set the Right Objectives

The answer could have to do with customer acquisition, activation, referrals, retention, anything. It’ll vary depending on a lot of factors, including the overall goals of your company and the product you’re selling.

After you’ve identified the general area that needs the most attention, the next step is to identify how long you’ll make it your primary focus. The OKR framework works best for fairly short-term goals, so it makes the most sense to pick a timeframe between about 30 and 90 days. If it goes on much longer than this, your team will likely start to lose motivation and become less engaged.

With these factors in mind, you and your team will be able to set clear objectives. Here are some specific characteristics to make sure your objectives have:

  • Keep them short and simple (try to use just sentence for each objective)
  • Make them qualitative (based on quality rather than any specific numbers)
  • Make them inspirational (some people refer to their objectives as North Star goals)

This last point is especially important. Your objectives should be lofty and ambitious to make sure our team stays motivated, doesn’t get complacent, and continues working hard to accomplish their goals.

2. Identify Your Key Results

Remember, key results are meant to be quantitative. An example might be something like increasing new years by 40 percent or increasing the company’s net promoter score from 6 to 8.

3. Measure Your Success

Once objectives and key results have been set, it’ll be easy for them to tell whether or not they’re not taking steps toward reaching one of the team’s goals and helping the business to grow.

Keep an eye on how your team is doing toward achieving their objectives for the month or quarter. Schedule regular check-ins to assess progress, answer questions, and provide feedback, too. Don’t just throw them to the wolves and let them fend for themselves.

4. Aim for Average

If every single goal gets met by the end of the quarter, that’s a sign that you and your team were playing small. Your objectives are supposed to be lofty, North Star goals after all. Your team might not meet them, but they can get pretty get close, and that’s better than where they’d be if they didn’t try at all.

A good rule of thumb is to aim for about 70 percent achievement. This is a sign that your team has worked hard and is making great progress. It also leaves room for more improvement in the future, though.

How to Set Up Individual OKRs

The basic process of setting OKRs for individuals is the same as setting them for teams. Start by having your team members choose their objectives and identifying the ambitious goal or goals that they want to accomplish in a set period of time. Then, break them down into the specific, measurable key results that they’ll use to track progress.

From here, when working with employees to set individual OKRs, there are some additional steps that you can take to set them up for success, including the following:

1. Identify the “Why”

2. Provide Accountability

3. Follow Through with Check-Ins

OKR Examples

1. OKRs for Lead Generation

A key result that you might use to measure your progress could be to increase email list sign-ups through your website by 50 percent by the end of the quarter. Two other good key results might be to increase your email open rate by 5 percent and to increase your email click-through rate by 2.5 percent.

2. OKRs for Sales Process Development

Perhaps the company’s goal is to become a leading software seller in their region. That’s the objective, and the following could be some good key results to measure what it means to become the regions leading project management software seller:

  • By the end of the quarter, sales should account for 55 percent of all the region’s project management software sales
  • By the end of the quarter, the company will have generated 200 SQL (sales qualified leads = cooperation with lead generation) each month
  • By the end of the quarter, the company will have reached a 30 percent conversion rate on all of its leads

3. OKRs for Employee Retention

If this is your team’s objective, here are some key results that will help you to measure progress:

  • Experience a 15 percent increase in positive employee survey feedback by the end of the quarter
  • Increase the company’s internal promotion rates by 20 percent
  • Increase the company’s average employee tenure by six months

4. OKRs for Customer Retention

Let’s say your team has a lofty objective of having the highest satisfaction ratings of any business in your industry. If this is the case, the first key result you might use to measure progress is conducting in-depth interviews with 100 customers to get high-quality feedback.

Another key result might be conducting 200 interviews over the phone with customers you recently lost. You could also make an effort to get your company’s Net Promoter Score higher than 8.0 (if you feel like using NPS as your meter).

On a different note, perhaps your objective is to increase retention rates by making sure all customers have a great first impression of your company.

If this is your goal, you might have a key result to decrease the time it takes to answer customer service calls by 25 percent. Another key result could be to increase the efficiency of recording customer details by 50 percent, or to decrease customer call back time to two days or less.

5. OKRs for Team Recruiting Development

An example of a lofty objective for team recruiting development might be to develop an effective and sustainable candidate lead strategy. What might the key results look like to help you measure progress toward this goal?

Perhaps, by the end of the quarter, your team will have partnered with three platforms that make it easier for you to share job ads. You might also have partnered with four annual hiring events that provide opportunities to showcase the company and attract potential recruits. A third key result might be to have built a database of rejected candidates who could be good to reach out to for future hiring.

Start Using OKRs Today

Keep the information outlined above in mind, especially the examples of OKRs for lead generation, sales process development, retention development, and team recruiting development. They’ll provide you with some much-needed guidance as you start utilizing OKRs so you can start seeing results sooner

A startup growth hacking since 1998 writing about hockey sticks.