Book: - Measure What Matters - John Doerr

April 6th, 2020

Chapter: OKRs were born at microchip giant Intel, where the author worked in the 1970s.


yes or no


“win” ten designs for the Intel 8085 microprocessor – a win being every time the microprocessor was used in products designed by other companies.


Chapter: OKRs allow organizations to stay focused on reaching their goals.


between three and five KRs are needed per objective


Every three months


see whether OKRs have been achieved


objective during that quarter was to increase teacher engagement


“repeated message”


handful of organization-wide OKRs at any one time


setting OKRs every quarter


Chapter: Having a transparent, aligned OKR system helps organizations move forward efficiently – and collaboratively.


overarching goals


alignment between individual departments


20 percent time


allows engineers to spend one day’s worth of time every week (20 percent of their workweek) on projects that they feel would contribute to Google’s overarching top-level OKRs


transparent to everyone in your organization


increases motivation


fellow workers could view their progress


This means that employees’ individual OKRs must align with the company’s vision, as set out in the top-level OKRs.


hybrid approach


both top-down and bottom-up


one day’s worth of time every week


on projects that they feel would contribute to Google’s overarching top-level OKRs.

Chapter: By constantly tracking OKRs, organizations can make sure that they’re heading in the right direction.


0-1.0 color-coded scale


500 samples


470, which resulted in a KR score of 0.9


0.0 to 0.3 (red) means no progress


0.4 to 0.6 (yellow) means progress has been made


0.7-1.0 (green) is a sign of the key result having been successfully


continue, update, start and stop


Chapter: Implementing stretch goals allows organizations to truly excel.


two distinct categories: stretch objectives and committed objectives.


high-risk stretch OKR fails


committed objectives


Chapter: Coupling OKRs with continuous performance management will help bring about a transparent, healthy workplace culture.


Is the objective you’re working toward realistic?


Is it even the right objective to be working on?


And is it motivating?


CFR-esque system called “check-ins,”