If your key results fit the acronym, and if they roll into objectives that truly define what success looks like, you’re off to the races. If you take one thing from this article, take this acronym.
Now, with a little vowel shuffling, we have RAMPS. Since all goals which are measurable are by definition “time-based,” let’s ditch the “T” and instead add “P” for purposeful. While this age-old acronym of SMART goal setting is valuable, I propose an upgrade. This “as measured by” phrase will come in handy when testing OKRs as they get assembled.Ī good key result is specific, measurable, achievable, relevant and time-bound. The simple lexicon can be our “Objective is X, as measured by key results X1, X2, X3”. Key results are where the aspirational rubber meets the reality road. Key results are where we can connect the aspirational statements of the objective with reality needed to truly measure the outcome. What’s the difference between an objective and key result? In either method, be sure there’s no room for ambiguity. As one of our CEOs said to me recently, “We found the tapestry that non-grandiose objectives wove was way more inspirational than any single objective.” I’ve seen both pathways work. Others find keeping it clean and direct to better paint a picture for the team. Some people believe objectives need to be inspirational. If not, build more specificity.Ī word on inspiration in objective drafting. So, if we, in fact, met these goals and did nothing else, would we call this quarter/year a win?” If yes, move on. If met over the period of measurement, this collection of completed objectives should prove we’ve succeeded. Objectives often include a collection of success factors such as a measure of market success (“Become number one in market share,” or “become industry standard”) or internal metrics (“hit cost reduction plan” or “complete all engineering hires on time”). Words like “world-class” and “coolest” are suspect, as they may be highly subjective. They should do this with fact-based language that can be clearly interpreted by all members of the team - from admins to sales to accounting and UX. Our shortlist of objectives, usually numbering fewer than five, should sum to define our success. If we said our objective was to “crush it” (odd phrasing on a few levels) in our field, it’s likely we may not know if we in fact “crushed it.” However, if we said “be the leader” in our field, that may be a phrase we could define with some detail. In the world of setting forth the definition of success, it helps to be precise about definitions themselves.
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