Shift the focus from numbers to performance. The idea is simple yet effective. This also tallies with the philosophy around OKRs. According to experts, The Objectives and Key Results framework should be so designed that it helps in improving the performance of the employees. The OKR framework should not be tied to the appraisals, which in turn are associated with numbers. Hence, an ideal OKR framework is the one that helps all the employees align their objectives with those defined by the company itself, for that quarter (or a longer period if required).
These objectives and key results are then written in a top to bottom flow so that all the employees have a fair understanding of what they are supposed to do in the coming days. The objectives define what is expected to be done, while the key results state how it is to be achieved. While objectives should be inspirational, key results should be very quantitative and metrics-driven.
Another important thing to remember while writing OKRs is that key results are not tasks, but results achieved after doing certain tasks. What tasks are required to obtain the said results is to be discussed separately. Learn in detail about OKRs here.
So, how should the OKRs of the sales team look like Let us see some examples of OKRs with respect to the roles in the sales department.