This IDC Perspective is intended to help CIOs discover and understand objectives and key results (OKRs): how they work, why they should be used, success factors, and how to get started with implementing them. Organizational change is the bane of many CIOs' existence as it is complex and often painful, requiring a protracted effort to achieve substantive change. One answer is to replace traditional goal setting and performance management approaches with objectives and key results — a dynamic method for defining goals and objectives (what needs to be accomplished) and key results (measurable outcomes needed to achieve the goals). Objectives and key results are designed to link individual and team objectives to the broader mission and goals of the enterprise.
"Despite rapid uptake and the success that Amazon, Google/Alphabet, Adobe, and others have achieved with OKRs, they are not 'magical,'" says Marc Strohlein, adjunct research advisor with IDC's Research Network. "They are based on common sense principles and practices that should be part of any goal-setting and performance-management approach."
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