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OKRs And CFRs: How Do They Work Together?
RESOURCE Sam Prince
CFRs are the “sibling” to OKRs and stand for Conversations, Feedback, and Recognition. They allow the sometimes black or white grading of OKRs the necessary color to paint a more descriptive picture. Learn more about how CFRs complement OKRs and the best way to practice them here.
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OKRs And CFRs: How Do They Work Together?
RESOURCE Sam Prince
CFRs are the “sibling” to OKRs and stand for Conversations, Feedback, and Recognition. They allow the sometimes black or white grading of OKRs the necessary color to paint a more descriptive picture. Learn more about how CFRs complement OKRs and the best way to practice them here.
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“Big Hairy Audacious Goals” (BHAGs) are goals that push boundaries and challenge companies. But how does that differ from OKRs? Learn how here.
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SMART goals is an acronym for a popular goal-setting approach championed by professionals across countless industries. Learn more about the similarities and differences between them and OKRs here.
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Salary and bonuses should be divorced from OKRs and performance reviews. Learn why compensation should be done without OKRs here.
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MBOs were the brainchild of Peter Drucker and provided Andy Grove a basis for his eventual OKR system. Learn how they differentiate here.
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OKRs and KPIs complement each other. They both have their place in a well-functioning organization. Learn more about how KPIs fit into an OKR cycle and how the two beneficially differ here.
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A timeline to guide your OKR process with your organization, team, and individual contributors. Use it to start planning your goal cycle.
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Continuous performance management is a two-part, interwoven process. Learn how to use it to plan and have more effective OKR conversations with your team.
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No one has more collective experience in implementing OKRs than Google. Use their insight to understand how OKRs can be used to achieve audacious goals—and to inspire your own approach.