As the new year approaches, many of you are revisiting OKRs (Objectives and Key Results) to sharpen focus and ensure alignment for the months ahead. OKRs have long been a trusted framework in the public sector, helping teams clarify their priorities and measure progress effectively.
You probably already have a solid approach to setting goals, but we’ve had the privilege of working with numerous government and public organizations, and along the way, we’ve noticed some strategies that seem to work particularly well. Here are a few tips and tricks we’ve learned from leaders in your field—perhaps they’ll spark ideas for your team.
1. Start with Purpose
Many organizations find success when their OKRs connect back to their mission in a tangible way. It’s not just about defining what needs to get done—it’s about making sure everyone understands why it matters.
For example, one city agency we work with shifted its focus from simply measuring operational outputs to framing objectives around community outcomes. Instead of “Implement new waste collection routes,” they defined their objective as “Improve neighborhood cleanliness and satisfaction with waste services.” The shift not only clarified their goal but also motivated their team by tying their work to a bigger purpose.
2. Co-Create with Teams
Many of our partners have seen great results by bringing teams into the OKR-setting process. This ensures alignment while giving employees a sense of ownership over their contributions.
Here’s what’s worked well for them:
- Facilitated Brainstorms: Teams discuss how their work ties into high-level goals and propose supporting OKRs.
- Cross-Department Collaboration: Joint OKRs for interdependent teams can help break down silos and improve coordination.
Not only does this approach align efforts, but it also builds enthusiasm for the goals being set.
3. Measure What Matters
Key Results should reflect outcomes, not just activity. Many organizations have shared that this is where they’ve seen the biggest payoff—shifting from task-oriented metrics to results-driven ones.
Here’s an example we’ve seen in practice:
- Task-Oriented: “Host 12 community workshops.”
- Outcome-Focused: “Increase community workshop attendance by 25%.”
The latter not only measures progress but also signals what success really looks like.
4. Balance Ambition with Practicality
OKRs are often about aiming high, but they also need to feel achievable within the context of government and public sector work. Many of our partners have found success by setting “stretch” goals that challenge their teams while staying grounded in reality.
For example, a regional transportation agency set an ambitious objective to “Streamline commuter services for improved satisfaction.” Their key results included:
- Reducing average wait times by 10% within six months.
- Achieving a 15% increase in positive commuter survey feedback by year-end.
These goals pushed their teams to innovate but were still realistic within their operational constraints.
5. Build in Regular Touchpoints
The partners we’ve worked with emphasize that OKRs are most effective when they’re treated as a living process. Rather than setting goals at the beginning of the year and revisiting them at the end, they’ve built regular reviews into their workflows.
What’s worked well:
- Quarterly Check-Ins: Teams assess progress, identify roadblocks, and adjust as needed.
- Visible Dashboards: Real-time tracking ensures everyone knows where things stand and keeps momentum going.
- Celebrating Milestones: A simple shout-out during a meeting or an internal update can make all the difference in maintaining energy and engagement.
6. Share Stories, Not Just Stats
One of the most inspiring lessons we’ve learned from public sector leaders is the power of connecting metrics to real-world impact. Numbers matter, but pairing them with stories about how those efforts are making a difference can re-energize teams and strengthen stakeholder confidence.
For example, if an OKR focuses on reducing housing waitlist times, share a story about a family who was able to move into stable housing faster because of the team’s efforts. These stories bring meaning to the metrics and remind everyone of the human side of their work.
You already know how important OKRs are for driving focus and accountability. What we’ve seen from working alongside other public sector teams is that the best results come when OKRs aren’t just a framework—they’re a way to bring purpose, connection, and alignment into everyday work.
We hope these insights from your peers spark ideas for how you can refine your approach. Here’s to a year of impactful, meaningful progress.