In the performance management system, OKR stands for Objectives and Key Results.
It is a framework for defining quantifiable goals and objectives. OKR was founded in the 1970s. Andy Grove came up with the idea, but John Doerr-one of the first investors in Google-popularized it.
According to John Doerr, the OKR approach involves establishing an objective, or “what I want to have accomplished,” and key results, or “how I am going to get it done.” As a result, the OKR technique covers both the desired outcome and a means of measuring it. It enables companies to accomplish objectives more quickly. Although they appear to be comparable, OKR and KPIs in PMS (Performance Management System) are not. KPI is the purpose of goal-setting, whereas OKR is more aggressive in pursuing the established objectives.
