OKR, how could it help your company?

Have you ever heard about OKR (Objectives and Key Results)? It is a goal-setting methodology that creates alignment and engagement around measurable goals. It was created in the ‘70s, however it only gained fame with Google in the late ‘90s supporting their growth from 40 people in 1999 to over 60,000 today. So, what is the magic of OKR? The answer would be that companies become better focused on the right objectives, driving alignment across teams, reducing the risk of spending time and resources on topics off the strategy-path by setting goals, tracking and evaluating them at a faster cadence, traditionally by quarters. Let’s talk a little bit more about it.

Setting Goals and Key Results

The first step would be setting a Goal. A Goal shall be a full sentence, a description of the desire, something to be inspired by, for example, ‘’Fascinate my clients’’. Key Results are a set of quantitative and measurable metrics to evaluate how you are going towards the goal. It’s recommended for a goal to have minimum of 2 and maximum of 5 key results. If it has more, or less than that, the objectivity will be compromised.


– Goal: Have the coolest blog in Japan.
– Key Result 1: Increase number of subscribers from X to Y.
– Key Result 2: Make at least 1 post a week
– Key Result 3: Keep customer acquisition cost below Z.

So, a desire that was subjective, aligned with Key Results, now became objective, measurable and evaluable.


After a Goal and Key Results are created, it’s time to think about how to track and evaluate. It’s important to have in mind that OKRs are focused on short term goals, and in each quarter, it can be improved to go towards the mission.

For a company’s Goals = Mission, a longer term might be determined, since they are usually established by higher hierarchy levels and are linked to the corporate, long-term strategies. On the other hand, OKRs for teams or individuals, shorter cycles, normally quarterly, are set as Goals for they tend to be changed and adapted in a shorter term.

Of course, depending on each company, cadences can be customized according to the business characteristics. For example, a small company that sells bento boxes, may need shorter cycles as their business has daily/weekly cycle, unlike a company that sells computers that may have longer processes.

Driving alignment across teams

Usually OKRs are open to all the company, meaning that anyone can contribute. For example, a marketing person can contribute to an HR OKR, such as ‘’Hire new graduates passionate about technology’’ (Goal) and ‘’Interview 15 candidates’’ (KR).The marketing person can forward the resume of someone he/she knows who has these characteristics, and this would generate engagement between teams.

Therefore, companies that adopt OKR typically have a differentiated sense of unity compared to companies where goals are not open to different sectors. It can be said that transparency brought in by OKR increases alignment, generating a good organizational environment.


After setting expectations and understanding how to set goals and track them, do you wonder which tool to use?

Here at ISAO, we truly believe in the benefits of OKR and we developed a corporate SNS based on this methodology, named Goalous. It has tools to help manage your goals, which can make a significant contribution for achievements for each project or department.

Derived from OKR, we created GKA (Goals, Key Results and Actions), which basically includes the actions in the OKR process. Progress can be shared with the entire team in real time.

An action is a performed activity and is linked to a Key Result. For example, imagine that you visited a customer, and an existing Key Result was to present Product “A” to 100 customers, you can take a photo of the meeting and post as an Action. It can be shared for everyone to see at the Action function, and the KR progresses.

As it is posted at the news feed where everyone within the organization sees the progress for that specific goal, and by receiving likes and comments from your colleagues, it motivates everyone to take initiatives for more actions for your goal. This will automatically result in better understanding from what the path towards your goal is supposed to be.

Goalous is free to try for 15 days. If you want your company to be goal oriented, why not consider introducing it?


Organizational changes usually aren’t an easy job, but surely worth the effort, considering that we live in a world with constant changes. Moreover, these changes often end up being more of a necessity than an option.

OKR is being used all around the world, not only on IT market but also on banking, retail, services and many other segments. Besides Google, there are a lot of well-known companies that uses OKR, such as Uber, LinkedIn, Twitter, Sears, Zynga, Oracle, Yahoo!, Spotify, Box, GoPro, Flipboard, etc. Goalous is an amazing tool to help you to enter in this world, starting your business to be goal oriented and that could be an ideal starting point to a real game change.

Enjoy your work, achieve your goal!

Welcome to the new Search

From users, we have received numerous voices saying “It will be more convenient if the search is substantial”. …..Sorry to keep you waiting. We are pleased to announce that you can search conveniently.

Two searches

Two search functions are newly released.

(1) Circle post · Action · member · circle search
You can access it from the search icon in the header. The functions up to now have been strengthened. You can search the contents of posts, Actions, comments.

(2) Searching for messages
We greatly strengthened by adding messages to the search contents. You can search topic names, topic member names, message contents.


If you have any questions regarding this function, please contact support from Intercom in the application.

Improving the creation of goals

Improving purpose

We make the goal creation system capable with GKA plus improved it to proceed smoothly with ease.We will share with you this new goal creation system in the future.
Here are some of the characteristics of the system.

1. With 4 Steps

  • By making it 4 steps for the goal creation, you will be able to proceed each category simpler.
Create a new Goal
Create a new Goal

2. Label

  • To improve the search function for goals, you will be able to register labels.

3. TKR

  • TKR(Top Key Result): KR that is needed for completing goals.
  • KR(Key Result): Main success includes specific indicators of getting to the goals.
  • As for TKR, registration of once per goal is required.
  • TKR will be the top priority within the KR.
  • TKR will be specific indicators of capturing simply.
  • We want to concentrate on the activity of getting to the goals.
Top Key Result
Top Key Result

4. Abolition of the top criteria for goals

  • Abolition of the top criteria for goals to improve KR creation.
  • Completing a goal is the definition of completing all the KR.
  • Abolition of goals that is abstract and subjective.
  • Purpose can be expressed with “name of goals”.
Abolish the Purpose
Abolish the Purpose

To avoid wasting your actions

Every actions will be ruined if what the goal and KR is are misjudged.Because of this, it is not recommended to decide the goals and KR in a short period of time, but take the time and consider several different ideas.Especially for KR, it should be as simple as possible by only picking up the key, and list as clear index. Concentrate on this and go for a goal. This is what actions means.

Our project’s objective

Goalous Objective

Raising the team power with fun

This is the objective of web service called “Goalous“. The objective is the path of “Things that aim to implement and reach”. This means the equivalent of answering the question “What for?”.

Is it right or worth it to raise the team power in any organization? Do we even need to make it fun?

Team power

Team is “a group of people that work together to complete their common objective”. This doesn’t mean just “a group of people getting together”. In any organization, working out as team must expect many people even considering human growing.

And team power is to be cared by each member who try to complete a goal, work together, and contributes together as part of progress. “Raising” the team power is something that improves the number of actions and quality mentioned above.

Go for it with Fun

Does it have to be fun? Or not?
Set a goal, go for it with everyone. If that is not fun, nobody will act to complete the goal. It has to be fun.

Action on Goalous
Action on Goalous

With Goalous, you will be able to set a goal, open to everyone, review your goals. Share pictures of getting to the goals as well as get “Likes” and “Comments”.In these phases, you will be excited and joyful thus, you will feel “comfort” and “happiness”. That is how “fun” emotion is generated. With the fun emotion, you want to create more actions, and goals. This repetition will generate more motivation.

Additional Why?

Thinking “Why is it right to work together to complete a goal” leads to “Infinite regress” so this should not be a focus point.Principle of Wittgenstein states “transcendental certainty statement”. However you should not think too deeply why this is important, just think this is how you start with.

Depending on people, vision and Evaluation criteria varies. 0 to 1, it is interesting when people argues that this is right or not.However, working together for goal is normally an ideal that many people believe.

Goalous edo
Goalous edo

What do you want to do?

We have something like “want to”. This is normal, and make your idea realize through web service to deliver the fun for those need. What we need to implement vision of organization is members who go for a goal and a system that supports it. We want Goalous to be a service that is able to support users to complete their goals in the future.

In the future, we certainly want to create the system that is more technical, but simple way to raise “Team power”.

In this blog, we are talking more about the details of “great goal”,”worth of been opened”,”team”,”action” and “praising”.