2x2 Matrix for Deploying OKRs


As a management consultant, I learned that pretty much anything can be described in a 2x2 matrix. My 2x2 matrix for getting started with OKRs is finally here!
2x2 OKR Deployment Matrix

This matrix evolved over the last few months after conversations with dozens of start-ups who either recently got started with OKRs or were in the process of planning their deployment.

X-Axis: Single or Multiple OKRs. Christina Wodtke, a super-cool OKR expert and colleague, introduced me to the possibility of a single objective with just three key results. Most OKR projects encourage teams to define multiple objectives, typically 3-5 objectives, each with 2-4 key results, or even more as noted in my prior post.. However, for small companies first getting started with OKRs, I’m now recommending starting with a single OKR. That’s right, instead of “OKRs” I’m suggesting you go with just one “OKR” for the company and each management level.

Three reasons to start with a SINGLE OKR
  1. Easy to remember. When the company defines a single OKR, everyone in the company should be able to commit that single OKR to memory.
  2. Alignment. Getting everyone to align around a single OKR can be quite challenging, but also quite rewarding. For example, one of my clients had the following company Objective, “improve the user experience for our existing install base.”
  3. Not overwhelming. As with any organizational change program, you’re going to have a group of employees that resist change or feel that a new system is just too much effort to learn. Well, if you take OKRs which is already a pretty lightweight program and simplify even further to a single OKR, anyone who thinks that’s too much to handle, is probably asking permission to look for a new job.

Y-Axis: Phased deployment at company only or to entire organization, possibly down to individual level. The Google video on OKRs notes that OKRs are set at three levels: company, team, individual. Well, I spoke with several at Google including Rick Klau who noted that the fact that Google has OKRs at multiple levels in no means should be interpreted as a recommendation to deploy OKRs at three levels from the start. In fact, the more I work with organizations getting going with OKRs, the more it becomes clear to me that there’s a trend to begin with company only or company/team only. Very rarely will OKRs be deployed at the individual level from the beginning. OK, so I know I said it’s a 2x2 matrix, but I’m breaking deployment plan into THREE basic options:
  1. Company only: When first getting started with OKRs, it may be best to take a phased approach. Simply get the executive team to agree on a company-level OKR or set of OKRs and stop right there. Then, explore rolling out to teams and/or individual contributors after the organization has had a chance to get some real experience with OKRs.
  2. Company and team only: In many cases, executives agree on the overall company OKR/s and team leads who report directly to the CEO work with their teams to create OKRs. This is a phased deployment plan since it does not require or encourage individuals or teams way down the organizational chain of command to adopt OKRs right from the start. The individuals that comprise these teams certainly do provide input to create team-level OKRs “bottoms-up.”
  3. Entire organization: Even as I type “entire organization,” I sense this will be tough for most organizations. If you’re a start-up with a few employees, it’s probably fine for everyone to set their own OKRs from the start, but for larger organizations, simply declaring “we’re doing OKRs now” will at best create confusion. Introducing OKRs carefully with a single person on point to manage the deployment clearly stacks the odds in favor of success.

Conclusion. I recommend organizations looking to deploy OKRs assess which quadrant best fits their organization by using the 2x2 OKR deployment matrix. Here is an analysis of each quadrant.