Objectives and Key Results (OKRs)
What are OKRs?
OKRs (Objectives and Key Results) are our goal-setting framework for aligning teams and measuring progress. Used by Google, Intel, and leading startups, OKRs help us focus on what matters most:
- Objectives: Qualitative, ambitious goals describing what we want to achieve
- Key Results: 3-5 quantitative, time-bound metrics measuring progress toward objectives
- Initiatives: The specific projects and tasks we'll execute to achieve key results
OKR Structure
Company OKRs
Set by leadership, defining strategic priorities for the quarter/year. Company OKRs cascade to teams and individuals.
Team OKRs
Each team develops OKRs aligned with company objectives, focusing on their domain's contribution to overall goals.
Individual OKRs
Team members set personal OKRs in collaboration with their managers, supporting team and company objectives.
OKR Cycle
Quarterly Cadence:
- Planning (Week 1): Set OKRs for upcoming quarter
- Execution (Weeks 2-12): Track progress, weekly check-ins
- Review (Week 13): Grade OKRs, analyze outcomes
- Retrospective: Learn and adjust for next quarter
Annual Strategy:
- Company-level goals inform quarterly OKRs
- Year-end review evaluates annual progress
- Strategic planning for next year
OKR Best Practices
Setting Effective OKRs
- Ambitious but Achievable: Target 70-80% achievement rate (not 100% - if hitting 100%, OKRs weren't ambitious enough)
- Measurable: Clear numeric targets (e.g., "Increase PyPI downloads from 500K to 1M/month") or binary outcomes
- Time-bound: Specific deadlines within the quarter (typically 13 weeks)
- Aligned: Cascade from company → team → individual goals
- Focused: 3-5 objectives per level maximum, with 3-5 key results each
- Inspiring: Everyone should understand why the OKR matters
- Transparent: All OKRs visible company-wide for cross-functional alignment
Grading Scale
- 0.0-0.3: Missed target significantly
- 0.4-0.6: Made progress but fell short
- 0.7-0.9: Achieved or nearly achieved (success)
- 1.0: Exceeded expectations (may need more ambitious targets)
Common Pitfalls to Avoid
- Too Many OKRs: More than 5 objectives dilutes focus - prioritize ruthlessly
- Sandbagging: Setting easily achievable targets to guarantee success
- Task Lists: Confusing OKRs with project plans ("Launch feature X" vs "Increase user engagement by 50%")
- Infrequent Check-ins: Waiting until quarter-end to review progress
- Lack of Ownership: OKRs without clear owners and accountability
- No Mid-Quarter Adjustments: Being too rigid when priorities shift
- Treating OKRs as Performance Reviews: OKRs measure team progress, not individual performance
Transparency & Visibility
OKRs are fully transparent across Ultralytics:
- Company OKRs: Shared all-hands, posted in Slack, reviewed monthly
- Team OKRs: Accessible in shared workspace (Notion/Linear), discussed in standups
- Individual OKRs: Discussed in 1:1s, aligned with team objectives
- Real-Time Tracking: Live dashboards show progress toward key results
- Public Metrics: Community-facing metrics (GitHub stars, PyPI downloads) shared openly
Transparency drives accountability and enables cross-functional collaboration.
Tools & Resources
OKRs are managed through:
- Quarterly planning sessions
- Weekly team standups
- Progress tracking dashboards
- Leadership review meetings
For questions about OKRs, contact your manager or see Company Goals for strategic priorities.
