Very high goals with key results that help us reach the expectations without ever reaching them (otherwise they were too simple)
Objective Key Results (OKR) have been created from the co-founder and CEO of Intel Andrew S. Grove’s management system [Doerr 2019]. Google has tweaked this system to make it more agile compatible in terms of mindset and nowadays, this system is applied by Microsoft, Adobe, LinkedIn, Facebook, Twitter [Gonçalves 2020] [Moustier 2020].
An OKR has two parts [Doerr 2019]:
OKR’s are declinable across the organization from the top to the bottom. They help to align actions with a strategy and adapt actions to the context as per the subsidiarity principle and help to decentralize decision making. OKR’s must be sparingly created to prevent the effort from dissipating in the organization. The right mindset for this is More with less!
Because of the nature of testing, the OKR practice is really interesting for raising the bar with testing in a Kaizen mindset.
OKR bears multiple dimensions that are useful in testing activities:
As an automation tool, Agilitest is impacted by the practice named “Automate everything you can” with a specific focus on test scripts. Naturally, automating everything is an endless task since it takes some time to script and automate things; moreover, once things are automated, the Lean approach named Jidoka [Monden 2011][Moustier 2019-1][Moustier 2020] should be applied to scripts in order to consolidate the pipeline.
This endless effort is an ideal objective for applying OKR’s.