At amazee.io, OKRs (Objectives and Key Results) are a framework for setting and aligning goals across the company. They help ensure that our efforts are focused on what matters most.

Here’s how we use OKRs and how you can effectively set your own goals.

What are OKRs?

• Objectives: High-level, qualitative goals that describe what you want to achieve. Example: "Improve the team’s collaboration processes."
• Key Results: Specific, measurable outcomes that show progress toward the objective. Example: "Host 4 team workshops this quarter to optimize communication and workflows."

OKRs are designed to provide clarity, foster alignment, and help everyone focus on impactful work.

How OKRs work at amazee.io

1. Company-Wide OKRs: Every quarter, leadership sets objectives that reflect our strategic priorities. These are shared with the entire team to ensure alignment and transparency.
2. Team OKRs: Workstreams align their objectives with the company-wide OKRs while focusing on their specific contributions. This creates a clear connection between team efforts and the broader company goals.

Setting OKRs

Team leads set OKRs in collaboration with their team during OKR planning sessions each quarter. Whilst the lead will drive this, we encourage everyone to take an active part in shaping their team’s OKRs, and buying into them. This is how we can define OKRs step by step.

Step 1: Reflect on the wider company OKRs

• Review the company OKR’s listed in Lattice
• Think about the impact you want to make on them. How can your workstream, with their purpose, can best contribute to the broader goals of amazee.io.

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Sometimes it may not be obvious how your workstream can contribute to wider company goals, but really consider it.

e.g. HR may feel helpless in supporting sales or product focused goals, but if HR focus on removing distractions or frustrations for team members as their own OKR, the can impact productivity, which can indirectly impact the success of company sales or product goals.

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Step 2: Setting Objectives

These are the overall goals you want to hit. They should be ambitious, and a stretch but not impossible to achieve. They don’t always have to be 100% met, but they should provide a good, challenging, “north star” to keep everyone aligned and driven towards.