OKRs (Objectives & Key Results) align the company on measurable outcomes. Illizeo offers a visual editor to cascade objectives from leadership down to each team, with a quarterly check-in.
Step-by-step #
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Enter executive OKRs #
3 to 5 Objectives, each with 3 to 5 measurable, dated, ambitious Key Results. Captured by sponsors.
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Cascade to teams #
Each team links its own OKRs to a parent objective. Tree view rendered instantly.
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Cascade to individuals #
Optional: an employee can explicitly align with team OKRs. Avoids individual goals disconnected from the collective.
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Run the quarterly check-in #
Each KR is updated with a % completion, a colour (green/amber/red), a comment.
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Close the cycle #
At quarter end, final scoring, lessons learned, next quarter’s OKRs.
OKR best practices #
| Practice | Impact |
|---|---|
| Max 5 KRs per O | Focus energy |
| Numeric KRs | Removes ambiguity |
| 70% reachable ambition | Encourages stretch |
| Short weekly check-in | Keeps attention |
| Not tied to comp | Avoids sandbagging |
FAQ #
OKRs vs SMART goals?
OKRs are more ambitious and public. SMART are more top-down and private. You can combine them.
How often should we check in?
Weekly in the team, monthly in the steerco, quarterly in review.
How do I link OKRs to bonus?
Not recommended. If you must, cap at 30% of variable comp.
Can I archive an abandoned OKR?
Yes. The wrap-up stays traced in the report, distinct from “achieved” ones.
