Kpi Vs. Okr: Understanding The Difference For Smarter Goal Setting

By Author: TrackHr App
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When it comes to the world of performance management, it is hard to escape two frameworks that are currently on everyone’s lips: KPI (Key Performance Indicators) and OKR (Objectives and Key Results). Although both are employed in monitoring and enhancing business results, they are applicable in various ways.

This article provides insight into KPI vs. OKR, including what differentiates them and makes you choose one or the other model with reference to the objectives of your organization.

What Are KPIs?
Key Performance Indicators (KPIs) consist of measurable values that reveal the overall performance of a person, group, or organization aiming to meet certain goals. One of the examples of the usage of KPIs includes monitoring performance in such fields as sales, marketing, customer support, or finance.

Examples of KPIs:
Sale growth on a monthly basis
Quantity of traffic on the websites
Retention rate of customers
Employee’s attendance rate
Profit margin
KPIs are continuous performance indicators, which identify how the operations are successful and efficient.

What ...
... Are OKRs?
A goal-setting system is the Objectives and Key Results (OKRs) method, which is meant to harmonize group goals and quantified results. The OKRs are usually established once every quarter and are outcome-oriented, ambitious goals.

Example OKR:
Key Result 1: Raise CSAT score to 90 percent.
Key Result 2: Lower the average response time to a support ticket to 24 hours, down by 48 hours.
OKRs promote focus, alignment, and stretch goals within departments.

KPI vs. OKR Features and What’s the Difference?
These two concepts, KPIs and OKRs, exist as tools to measure performance, but they differ in their variety of perspectives, objectives, and design.

1. Goal and Aim
KPIs are measures of the performances of some of the operations of the business.
OKR focuses on achieving higher strategic goals with tough outcomes.
2. Structure
KPIs are individual gauges.
OKRs entail a combination of both qualitative and quantitative objectives and key results.
3. Timeframe
KPIs are not instantaneous as they are usually lengthy and constantly tracked.
The OKRs are transient and are often established in quarterly terms.
4. Alignment
KPIs are applied to ensure that performance is maintained to the minimum.
OKRs are a team-building and innovation promotion.
5. Flexibility
KPIs are more definite and day-to-day.
OKRs are dynamic, and they solicit feedback after some time.
Which One Should You Use?
When you have to refer to performance measures related to business as usual, make use of KPIs.
Implement OKRs when you need to make teams focus on a set of strategic, inspiring objectives that produce specific outcomes.
Most organizations have adopted the combination of the two frameworks to manage overall performance.
How TrackHr Helps with KPI & OKR Tracking
TrackHr helps businesses to track KPI statistics, which include attendance, productivity, and performance, as well as allowing businesses to customize OKR tracking to track any strategic goals and increased growth.

Explore more:
Determining the Approach to Evaluate the Work of Employees
8 Metrics to Track in Performance Management
The Reason that Every Business Should Have Performance Management Software
Conclusion
Whether you use KPI or OKR, it all depends on what your business requires. KPIs take care of keeping the performance of your team in line, and OKRs will get you to expand and develop. Whether it is tracking progress, motivating performance, or realizing success in the long term, when you gain knowledge of both, as well as combine your knowledge, you can use the two frameworks effectively, particularly when you use tools such as TrackHr.