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Objectives and key results (OKR) is a framework for defining and tracking objectives and their outcomes.

The OKR framework was created by Intel CEO Andy Grove and brought[when?] to Google by venture capitalist John Doerr[1] and has been used by several companies[2] including Google,[3] LinkedIn,[4], Twitter[5], and Uber[6].

The OKR framework aims to define company and team "objectives" along with linked and measurable "key results" to provide "a critical thinking framework and ongoing discipline that seeks to ensure employees work together, focusing their efforts to make measurable contributions."[7] OKRs are typically set at the company, team and personal levels and may be shared across the organization with the intention of providing teams with visibility of goals with the intention to align and focus effort.[citation needed]

See alsoEdit


  1. ^ Levy, Steven (2011). In The Plex: How Google Thinks, Works, and Shapes Our Lives. Simon & Schuster. pp. 162–3. ISBN 978-1-4165-9658-5. 
  2. ^ "OKR vendors". Enterprise Gamification. 
  3. ^ Klau, Rick (2013-05-14). "How Google sets goals: OKRs". Google Ventures. 
  4. ^ "The Management Framework that Propelled LinkedIn to a $20 Billion Company". First Round Review. Retrieved 10 January 2014. 
  5. ^ Wagner, Kurt. "Following Frat Party, Twitter's Jack Dorsey Vows to Make Diversity a Company Goal". recode. Vox Media, Inc. Retrieved 3 November 2015. 
  6. ^ Fowler, Susan. "Reflecting On One Very, Very Strange Year At Uber". Susan Fowler Blog. Susan Fowler. Retrieved 2018-04-19. 
  7. ^ Niven, Paul R.; Lamorte, Ben (2016-09-06). Objectives and Key Results: Driving Focus, Alignment, and Engagement with OKRs (1 ed.). Wiley. ISBN 9781119252399.