Objectives and Key Results — a goal-setting framework combining ambitious objectives with measurable key results.
OKR (Objectives and Key Results) is a goal-setting methodology popularised by Intel and Google and now used worldwide. An Objective is a qualitative, inspirational goal (e.g., "Become the fastest-growing HR platform in Pakistan"). Key Results are 3 to 5 quantitative, time-bound measures of progress toward that objective (e.g., "Grow monthly recurring revenue from PKR 5M to PKR 10M by Q4" or "Achieve 50 new signups per week").
OKRs are typically set quarterly at the company, team, and individual levels. They cascade: company OKRs inform team OKRs, which inform individual OKRs. Ambitious OKRs are encouraged — hitting 70% of your key results is considered success, because the goal is to stretch. OKRs are public within the organisation, creating alignment and accountability.
OKRs differ from KPIs (which measure ongoing operational health) and from SMART goals (which focus on achievability over ambition). Modern performance management platforms track OKRs with check-in rhythms, progress visualisation, and quarterly review workflows.
Our Q3 OKR is "Delight our first 1,000 customers" with key results tied to NPS, churn, and feature adoption.
Peoplifi handles Pakistan payroll, compliance, and HR workflows in one platform.
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