Team managers should assess the resources needed to accomplish their ideal OKRs and make requests quarterly, fulfilling their responsibility to communicate known needs to the business. However, managers should not expect to receive all required resources.
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If you write them down in five minutes they’re probably not going to be very good, that requires thinking.
If your goal doesn’t fit in a line, isn’t aligned, then it may not be clear enough.
If your KRs are expressed in team internal terms "Launch Foo 4.1", they're probably not good. What's important is not the release, but its impact. Why is Foo 4.1 important? Better: "Launch Foo 4.1 to increase sign-up rate by 25%." Or simply: "Increase sign-up rate by 25%."
Use real dates. If every key result occurs on the last day of the france mobile database quarter, you probably don’t have a real plan.
Make sure your Key Results are measurable: You must be able to objectively assign accomplishments at the end of the quarter. “Increase sign-up rate” is not a good Key Result. Better: “Increase daily sign-ups by 25% by May 1st.”
Make sure the metric is clear. If you say “1 million users,” is that full-time users or 7-day active users?
If there are important activities within your team or a large part of their work that are not covered by the OKRs, add more activities.
For larger teams, make OKRs tiered — high-level for the entire team, and more detailed for sub-teams. Make sure “horizontal” OKRs items that require contributions from multiple teams have supporting Key Results in each sub-team.
Google organic click-through rate statistics: analysis of 5 million Google search results
We analyzed 5 million Google search results to better understand organic CTR.
First, we analyzed CTR data for 874,929 pages and 5,079,491 search queries.
We then looked at how factors like title tag length, sentiment-based titles, and meta descriptions affect organic CTR.
So without further ado, let’s look at the results.