OKR-Tool by MSO

transparent - measurable - effective

Find new and effective ways
for more engagement and goal-oriented work with the OKR tool


The OKR-Tool by MSO is a management software that can be used as a framework for setting objectives and measuring outcome figures. It helps managers as well as employees to focus on the essentials: the achievement of jointly set goals.

At the same time, the OKR tool offers a project plan that ensures a demand-oriented overview of organizational priorities and advances – and makes this visible to every authorized employee in the company. The documentation of progress and regular reporting creates a learning process that successively brings companies closer to their visionary goals.

Thus the OKR-Tool by MSO shows a simple way to more performance and agility.

What does OKR mean?

OKR stands for “Objectives and Key Results”. This is a management method invented by Intel co-founder Andy Grove. OKR is therefore a framework for objectives and the measurement of key results. For a more detailed explanation: Objectives describe the goals that a company wants to achieve – Key Results define the ways in which companies get there.

The successful use of Objectives and Key Results (OKR) depends on the involvement of all teams and individuals in the company’s objectives. It is important to assign various key results to each goal, which can also be measured. In this way, successes can be reviewed at regular intervals and new OKR defined. Thus a concrete vision is created – step by step.

What is decisive is that an OKR tool is not used to measure performance. Rather, it should point the way, motivate and orient.

Der MSO-OKR-Objectives-and-Key-Results-Kreislauf
Der MSO-OKR-Objectives-and-Key-Results-Kreislauf

Advantages of OKR

International heavyweights such as Google, Zalando, Twitter, BMW and LinkedIn have been using this method for years. A special advantage: behind OKR there are many timeless rules of target management that have proven themselves for decades.

Ein OKR-Tool hilft dabei, die wichtigsten Ziele konkret zu definieren


An OKR tool helps to define the most important goals concretely and to communicate them clearly within the company. To this end, indicators are introduced that make the progress towards achieving the goals visible and measurable.

Mit OKR herrscht Klarheit bei allen Teams und Mitarbeitern: Wer arbeitet gerade woran und in welchem Team?


With OKR there is clarity for all teams and employees: Who is currently working on what and in which team? Through the close coordination of all teams within an OKR tool, resources are used sensibly and efficiency is increased.

Mit OKR weiß jeder Mitarbeiter, wie an einem gemeinsamen Zielen gearbeitet wird.


Each employee recognizes how they are working towards a common goal. Every employee (if desired or justified) is involved in the planning of the goals – this in turn has a positive effect on motivation and commitment.

Das ist mit die größte Stärke eines OKR-Tools: Erfolge sind für jeden sichtbar und ermöglichen so deren Anerkennung.


This is one of the greatest strengths of an OKR tool: Successes are visible for everyone and make their recognition possible. Employees can learn from their previous performance and develop further, as the goals and progress have been clearly documented. OKR orient, motivate and thus point the way to the achievement of objectives.

Which problems can be solved with an OKR tool?

The increasing speed of the VUCA world (Volatility, Uncertainty, Complexity, Ambiguity) forces companies more than ever to a clear strategic answer and orientation. What are the goals? And how can the individual employee contribute to achieving this demand? The OKR-Tool by MSO offers a simple and equally successful management system for target-oriented and modern leadership. The following challenges can be mastered with this method:

  • The employees do not know the strategy and vision of the company and therefore do not know what is expected of them.
  • The teams lack essential coordination and alignment processes - employees or managers see the achievement of the goals at risk.
  • The previous performance management system is inefficient and prevents companies from organizing their work in line with the company's goals.
  • Employees do not see any sense in their work and do not know how they contribute to the company goals (Objectives) and results (Key Results).
  • The management does not have a sufficient overview of what the individual project teams are currently working on.
  • Completed work cannot be measured.

Introduction of the OKR tool together with MSO

MSO supports its customers in the technical implementation of an OKR tool in four essential steps. In addition to close cooperation with all stakeholders – e.g. external consultants, management and the responsible employees – all “levels” are involved in the entire process. Only through maximum transparency and appropriate training can MSO’s consultants and software developers ensure that the widespread use of the OKR tool bears fruit.

MSO unterstützt seine Kunden bei der technischen Einführung eines PMO-Tools in vier Schritten.

How is MSO's OKR tool used?

Gain detailed insights into the maturity level of current project management.

Step 1: Define and prioritize goals (customer)

  • Definition of five OKR per organizational level and five Key Results per Objective
  • Definition of ambitious objectives through consultation and coordination
  • Development of a timetable for achieving the operational objectives
  • Assignment of Key Results to persons responsible
  • Key Results are not KPIs, but can target them as a result
Based on the IST analysis, a conclusive concept is developed.

Step 2: Develop concept (MSO & customer)

  • Based on the as-is analysis, the development of a conclusive concept follows
  • Planning of individual requirements at tool level
  • Final definition of objectives to be achieved
  • Definition of key results and responsibilities
  • Ensuring the measurability of Objectives & Key Results
  • Determination of suitable OKR processes and methods
  • Definition of a rights and roles concept
Individual requirements in an innovative tool.

Step 3: Implementation of the OKR tool (MSO & customer)

  • Implementation of the requirements developed within the scope of the conceptual design in an individual OKR tool
  • Development of a tailor-made software solution in cooperation with the customer
  • The internal IT of the customer remains unaffected
Employees are trained to use the Project Management Office Tool safely.

Step 4: Training

  • Technical training of employees for the safe use of the OKR tool
  • Creation and analysis of reports
  • Specific trainings for system administrators to be able to adapt the OKR tool independently to company-specific changes or wishes in the aftermath

Conclusion: OKR as basis for more agility

The decisive feature of the OKR-Tool by MSO is its transparency: Through the constant and open communication of the current degree of target achievement, a new motivation culture is created. OKR goals must therefore be set ambitiously. In essence, the aim is to lure employees out of their comfort zone and encourage them to take a risk. Of course, too many objectives and key results should never be defined in order to avoid excessive demands and demotivation.

In times of ever more flexible working models, increasing automation and growing pressure to innovate, the OKR method delivers a new level of focus, motivation, accountability and alignment towards goal-based management. OKR therefore promises more agility in itself.

With a corresponding OKR tool, you get a framework with many customization options that not only helps organizations with self-determined teams to organize their structures. How can this be achieved? By embodying agile values and principles, from enabling interaction and cyclical procedures to consistently demanding feedback and mutual reflection – and all this with just one tool.

Mit einem OKR-Tool erhält man so ein Framework mit vielen Anpassungsmöglichkeiten, das nicht nur Organisationen mit selbstbestimmten Teams zu geordneten Strukturen verhilft.


The price depends on the company-specific requirements regarding project management.

Depending on the degree of maturity of the previous analysis and conception, the implementation usually takes two to four weeks.

OKR provides a holistic method for managing goals and performance at all organizational levels of a company. OKR not only promises rapid growth and process optimization, but also serves as a framework for innovation, employee development, and cultural change.

The management of companies, areas, processes and projects on the basis of objectives and results includes a constant comparison of target and actual state, which makes it necessary to deal with deviations and the resulting adaptation and improvement of procedures, methods, means, data and information as well as competencies.

Through regular consultation and coordination of all teams and individuals, OKR ensures a sensible use of resources and thus increases efficiency and productivity.