Summary of “Everyone Hates Setting Goals. Here’s How Google Makes It Easier for Its Employees”

On Google’s re:Work site, a resource that shares the company’s perspective on people operations, Google explains the concept.
Objectives are the “Big picture.” They answer the questions “Where do we want to go?” and “What do we want to do?” Also, objectives are where Google encourages its employees to stretch themselves, be ambitious, and embrace uncertainty.
If you don’t get nervous or feel a little uncomfortable after setting a goal, then you haven’t reached high enough.
Because they are designed to stretch employees, Google recommends only three to five objectives total.
Anything more, and Google knows that it runs the risk of spreading employees too thin.
What Google warns against are goals that don’t “Push for new achievements.” The examples they share are: “Keep hiring,” “Maintain market position,” or “Continue doing X.”.
Google includes everyone’s goals on their internal directory.
In a YouTube video that explains how Google uses OKRs, Rick Klau provided some additional clarity on the process: “Personal OKRs define what the person is working on. Team OKRs define priorities for the team, not just a collection of individual OKRs. Company OKRs are big picture, a top-level focus for the entire company.”

The orginal article.