Growth & development
Objectives and key results (OKRs)
We set objectives every quarter. OKRs are the mechanism we use to achieve our KPI goals. The framework was pioneered by Andy Grove at Intel and later adopted by Google and many others. OKRs connect directly to our How We Work process and feed into Learning & Development plans.
⚡ Four superpowers of OKRs
- Focus -- concentrate on what matters most
- Alignment -- connect everyone to the same goals
- Tracking -- measure progress with data, not gut feeling
- Stretch -- push beyond what feels comfortable
OKRs are a planning tool, not an evaluation tool. We don't tie them to compensation or performance reviews. If you hit 70% of a stretch goal, that's great. If you hit 100% every time, your goals aren't ambitious enough. AI tools help track progress and surface blockers -- claude.ai is your coworker for thinking through what matters. 🎯
🎯 What makes a good objective
- Ambitious and meaningful -- feels uncomfortable, tied to real business impact
- Owned -- one person is responsible, max 3 per quarter
- Visible -- transparent to the whole company, aligns teams around shared purpose
📊 What makes a good key result
- Aspirational -- 70% hit rate means you aimed right. 100% every quarter? Too easy
- Measurable and time-bound -- a number with a deadline, not a feeling
- Owned by someone who can actually move the needle
- No overlap between key results, but together they cover the full objective