OKR (Objectives and Key Results) is a framework for setting and tracking goals, popularised by Intel in the 1970s and massively adopted by tech companies (Google, Amazon, LinkedIn) in recent years. Each Objective (qualitative, aspirational, inspiring) is accompanied by 3-5 Key Results (quantitative, measurable, with a deadline) that indicate whether the Objective was achieved.
A well-written OKR has clear characteristics: the Objective is memorable and motivating (not a disguised KPI); the Key Results are ambitious but attainable (70% attainment is considered success, not failure); there is a vertical cascade (team OKRs support department OKRs that support company OKRs); and there is a fortnightly or monthly review cadence to keep focus.
pplPortal (the pplAdvanced module) supports OKRs as one of several goal-setting methodologies. It allows OKR cascading, regular check-ins, cross-functional visibility, and integration with performance-appraisal cycles. For companies that want to adopt OKRs without implementing a dedicated tool (Perdoo, WorkBoard, Lattice), pplPortal delivers 80% of the value integrated into HR.