OKRs are not better than KPIs, or vice versa. Rather, they are different tools that should be used to accomplish different things. Use OKRs to direct your sales career and/or sales team, and use KPIs to evaluate your progress toward your measurable goals.
(Note: KPIs often make good key results, i.e., the second half of the OKR equation. We’ll talk more about this in a later section about the components of the OKR Framework.)
What’s the Difference Between OKRs and SMART Goals?
If you’re serious about your career, you’re probably familiar with the concept of SMART goals. SMART is an acronym for Specific, Measurable, Attainable, Relevant, and Time-Bound.
The idea is every goal you set for yourself or your sales team should be clear and realistically achievable, help you reach your overarching mission, and include a deadline and KPI.
SMART goals are awesome, but they aren’t a goal-setting armenia telegram data framework. Why not? Because they only help you verbalize the things you want to achieve, not plan a path to victory.
Think about it this way: SMART goals are a pin on a map, telling you which direction to drive your car. OKRs are step-by-step directions you follow to reach your final destination.
The short answer is... Absolutely!
It doesn’t matter what field you’re in—marketing, customer service, project management, or sales—OKRs help you accomplish more.
Hell, you can even use OKRs to achieve things in your personal life!
Since OKRs are simply a combination of objectives and key results, it’s a framework that shows you the goals you want to reach, and the specific metrics you’ll monitor to make sure you’re on track.
Here’s one word of caution: always separate company objectives in OKRs from employee compensation plans.