OKR stands for Objectives and Key Results, which is a goal-setting framework used by individuals, teams, and organizations to define measurable goals and track their outcomes. The development of OKR is generally attributed to Andrew Grove who introduced the approach to Intel in the 1970s.

An OKR comprises an objective, which is a significant, concrete, and clearly defined goal, and 3-5 key results, which are measurable success criteria used to track the achievement of that goal. The key results are quantifiable and actionable, and they help track progress, create alignment, and encourage engagement around measurable goals.

OKRs are a collaborative goal-setting methodology used by teams and individuals to set challenging, ambitious goals with measurable results. They provide a framework for groups, not individuals, and the process is designed to ensure that all areas of the business are working together toward the same objectives.

OKRs have become especially helpful with the rise of remote work, since the framework encourages efficient workflow, enables communication, and aligns employees to company objectives, even when they are spread across multiple locations.

Some best practices for OKRs include focusing on a small set of carefully chosen priorities, providing a method for an entire organization to align its goals at every layer with its top-level priorities and with its ultimate purpose, demanding a level of collective commitment from the parties involved to choose and stick to agreed-upon priorities, and allowing a team or organization to track their progress toward a goal and know earlier when to change tactics.

Overall, OKRs are a useful tool for setting and tracking measurable goals, creating alignment, and encouraging engagement around challenging and ambitious objectives.