{"id":48183,"date":"2025-11-12T12:41:08","date_gmt":"2025-11-12T12:41:08","guid":{"rendered":"https:\/\/mondaysimon.com\/?p=48183"},"modified":"2026-01-31T09:30:13","modified_gmt":"2026-01-31T09:30:13","slug":"kpis-and-okrs","status":"publish","type":"post","link":"https:\/\/mondaysimon.com\/th\/kpis-and-okrs\/","title":{"rendered":"How to Master KPIs and OKRs for Team Management"},"content":{"rendered":"\n<div class=\"gb-element-86b1f60c\">\n<h3 class=\"gb-text-1236499f\"><span class=\"gb-shape\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewBox=\"0 0 576 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M259.3 17.8L194 150.2 47.9 171.5c-26.2 3.8-36.7 36.1-17.7 54.6l105.7 103-25 145.5c-4.5 26.3 23.2 46 46.4 33.7L288 439.6l130.7 68.7c23.2 12.2 50.9-7.4 46.4-33.7l-25-145.5 105.7-103c19-18.5 8.5-50.8-17.7-54.6L382 150.2 316.7 17.8c-11.7-23.6-45.6-23.9-57.4 0z\"><\/path><\/svg><\/span><span class=\"gb-text\">Key takeaways <\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list monday-list\">\n<li><strong>Vital Signs vs. Moving the Needle:<\/strong> Treat <strong>KPIs<\/strong> to monitor the &#8220;health&#8221; of current performance (revenue, retention). Treat <strong>OKRs<\/strong> to drive ambitious, time-bound improvement (climbing the mountain). You monitor KPIs to ensure stability, but you manage OKRs to achieve growth.<\/li>\n\n\n\n<li><strong>Leading vs. Lagging Indicators:<\/strong> A KPI often tells you what happened (e.g., customer churn went up), while OKRs focus on the activities that <em>make<\/em> things happen (e.g., training staff or reducing escalation time). Use OKRs to bridge the gap when a KPI is signaling that something is sick or needs a strategic upgrade.<\/li>\n\n\n\n<li><strong>Clarify Before You Categorize:<\/strong> Don&#8217;t get caught in the HR terminology trap. Whether you call them KPIs or OKRs, the only thing that matters is that your goals are <strong>SMART<\/strong> (Specific, Measurable, Achievable, Relevant, and Time-bound). If your team doesn&#8217;t know what &#8220;winning&#8221; looks like in 90 days, no framework will save them.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-8.jpeg\" alt=\"Infographic comparing KPIs and OKRs, showing how KPIs track performance through measurable data while OKRs drive growth with ambitious objectives and key results.\" class=\"wp-image-48184\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-8.jpeg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-8-300x300.jpeg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-8-150x150.jpeg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-8-768x768.jpeg 768w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#what-are-kp-is-and-ok-rs\">What are KPIs and OKRs?<\/a><\/li><li><a href=\"#when-to-use-kp-is-and-okr\">When to Use KPIs and OKR<\/a><\/li><li><a href=\"#how-to-use-ok-rs-and-kp-is-together\">How to Use OKRs and KPIs Together<\/a><\/li><li><a href=\"#kp-is-and-ok-rs-in-the-end-it-doesnt-really-matter\">KPIs and OKRs in the end, it doesn\u2019t really matter.<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p>KPIs and OKRs (and how to set them up for your team) are part of the Monday Simon <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/\" data-type=\"page\" data-id=\"48803\">Manager Development Program<\/a>:<\/p>\n\n\n\n<p>\ud83d\udc49 Module 2: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/goal-setting\/\">Goal setting for managers<\/a><br>\ud83d\udc49 Module 5: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/performance-management\/\">Performance management for managers<\/a><\/p>\n\n\n\n<p>So, KPIs and OKRs\u2026 What is it, and when do you use both? This debate usually belongs to HR, but as a manager, you should still care. If you don\u2019t understand the difference, your team might end up chasing the wrong things, i.e., maintaining stability when they should be driving growth, or pushing for big goals when the focus should be steady performance.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-are-kp-is-and-ok-rs\"><strong>What are KPIs and OKRs?<\/strong><\/h2>\n\n\n\n<p>Think of it this way: KPIs (Key Performance Indicators) are your vital signs. They tell you if you are healthy, sick, or dead. They are measures: revenue, retention rate, and average resolution time.&nbsp;<\/p>\n\n\n\n<p>OKR (Objectives and Key Results) is the <em>change<\/em> you want to make. It&#8217;s the goal-setting system you use to drive improvement. OKRs are ambitious, time-bound targets that say, &#8220;We want to move the needle from X to Y in the next 90 days.&#8221;<\/p>\n\n\n\n<p>To make it simple :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>OKR = Let\u2019s climb the Everest&nbsp;<\/li>\n\n\n\n<li>KPI = How much oxygen do we have in the tank?<\/li>\n<\/ul>\n\n\n\n<p>KPIs and OKRs are not interchangeable, but they are complementary.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-use-kp-is-and-okr\"><strong>When to Use KPIs and OKR<\/strong><\/h2>\n\n\n\n<p>These are the distinctions between KPIs and OKR :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>KPIs: Use them for daily monitoring and troubleshooting. If your &#8220;Customer Churn Rate&#8221; KPI jumps from 5% to 8%, that&#8217;s an immediate signal for investigation.<\/li>\n\n\n\n<li>OKR: Use them for quarterly focus and strategic alignment. When leadership says, &#8220;We need to expand market share,&#8221; you write an OKR to achieve that specific outcome.<\/li>\n<\/ul>\n\n\n\n<p>Do you see the difference?&nbsp;<\/p>\n\n\n\n<p>Suppose your goal is to enhance customer satisfaction. A KPI might be &#8220;Maintain a customer satisfaction score of 90%.&#8221; An OKR could be &#8220;Objective: Lead the market in customer satisfaction in Southeast Asia within 12 months. Key Results: 1) Implement a new customer feedback system by Q2, 2) Train all customer service staff in advanced service techniques by Q3, 3) Achieve a 15% increase in customer satisfaction scores in key markets.&#8221;<\/p>\n\n\n\n<p>\u26a0\ufe0f If your organization does not communicate clear company objectives, don\u2019t use OKRs. You will fail to create alignment. OKRs only work when they\u2019re tied to strategic outcomes, where each action directly supports a higher goal. Once you have set the objectives, the critical aspect that is too often overlooked is the monitoring. To do so, strictly implement <a href=\"https:\/\/mondaysimon.com\/th\/one-on-one\/\" data-type=\"post\" data-id=\"48136\">one on one meetings <\/a>with your staff to review the performance.<\/p>\n\n\n\n<p>Use KPIs instead when you have the freedom to define your own tactics and performance standards as a manager. In my view, KPIs are simpler and more practical to implement.<br><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"how-to-use-ok-rs-and-kp-is-together\"><strong>How to Use OKRs and KPIs Together<\/strong><\/h2>\n\n\n\n<p>While OKRs and KPIs serve different purposes, they can be used together to create a comprehensive <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/performance-management\/\" data-type=\"page\" data-id=\"47270\">performance management<\/a> system.<\/p>\n\n\n\n<p>1. KPIs are Lagging Indicators (What Happened): A good KPI is an output that reflects the health of a critical business process. This tells you if you met the company standard. It needs to be closely monitored, but it doesn&#8217;t tell you <em>how<\/em> to fix a low score.<\/p>\n\n\n\n<p>2. OKR is the Engine for Change (What We Will Do): If your CSAT KPI is low, you need to drive movement. That&#8217;s where you create an OKR. The Objective is qualitative and inspiring: <em>\u201cObjective: Dramatically improve the quality of our Tier 1 customer support experience.\u201d<\/em><\/p>\n\n\n\n<p>The Key Results (KRs) are the measurable targets that prove you hit the objective:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>KR1:<\/em> Reduce the average time to escalation from 15 minutes to 5 minutes.<\/li>\n\n\n\n<li><em>KR2:<\/em> Increase first-call resolution rate from 65% to 80%.<\/li>\n\n\n\n<li><em>KR3:<\/em> Run a mandatory, certified de-escalation training course for all agents by the end of the quarter.<\/li>\n<\/ul>\n\n\n\n<p>Notice that the Key Results here are often leading indicators; they measure the <em>activity<\/em> that causes the KPI (CSAT) to improve later. This combination of KPIs and OKR turns simple measurement into strategic action. You monitor the KPI, but you manage the OKRs.<\/p>\n\n\n\n<p>Note: If you have just hired your team member, DO NOT go &#8220;full&#8221; KPIs during the probation period. Adjust the targets with clear <a href=\"https:\/\/mondaysimon.com\/th\/probation-objectives\/\" data-type=\"post\" data-id=\"48322\">probation objectives<\/a> before setting the full targets after a successful probation period.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"kp-is-and-ok-rs-in-the-end-it-doesnt-really-matter\"><strong>KPIs and OKRs in the end, it doesn\u2019t really matter.<\/strong><\/h2>\n\n\n\n<p>While it\u2019s important to understand what each is and when to use them (since your organization will likely adopt one or the other), the terminology isn\u2019t what drives performance. What truly matters is that your objectives are clear to your team.<\/p>\n\n\n\n<p>Clear objectives are called <a href=\"https:\/\/mondaysimon.com\/th\/smart-goals\/\" data-type=\"post\" data-id=\"48154\">SMART goals<\/a>.<br>For example: <em>\u201cIncrease team productivity by 20% through weekly training sessions by the end of Q3.\u201d<br><\/em>This goal works perfectly within both OKR and KPI frameworks.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"532\" src=\"http:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example-1024x532.jpg\" alt=\"SMART goal example for new managers showing how to write clear, measurable, and time-bound objectives whether for kpis and okrs\" class=\"wp-image-48030\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example-1024x532.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example-300x156.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example-768x399.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example-1536x798.jpg 1536w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example.jpg 1600w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">SMART goal example illustrating how new managers can write clear, measurable objectives aligned with business priorities.<\/figcaption><\/figure>\n\n\n\n<p>Your real job as a manager is to clarify the goal and define the steps. Use KPIs or OKRs as tools to bring that clarity, not as labels that complicate it. You can use my <a href=\"https:\/\/chatgpt.com\/g\/g-683fd5c950f08191b82cd8617df72972-simon-hr-guide-smart-kpi-okr-idp-assistant\" target=\"_blank\" rel=\"noopener\">custom<strong> <\/strong><\/a><a href=\"https:\/\/chatgpt.com\/g\/g-683fd5c950f08191b82cd8617df72972-simon-hr-guide-smart-kpi-okr-idp-assistant\" data-type=\"link\" data-id=\"https:\/\/chatgpt.com\/g\/g-683fd5c950f08191b82cd8617df72972-simon-hr-guide-smart-kpi-okr-idp-assistant\" target=\"_blank\" rel=\"noopener\">ChatGPT tool<\/a><strong><a href=\"https:\/\/chatgpt.com\/g\/g-683fd5c950f08191b82cd8617df72972-simon-hr-guide-smart-kpi-okr-idp-assistant\" data-type=\"link\" data-id=\"https:\/\/chatgpt.com\/g\/g-683fd5c950f08191b82cd8617df72972-simon-hr-guide-smart-kpi-okr-idp-assistant\" target=\"_blank\" rel=\"noopener\"> <\/a><\/strong>to generate OKRs and KPIs that suit your department&#8217;s objectives. The performance outputs achieved by your team will help you define <a href=\"https:\/\/mondaysimon.com\/th\/high-performers\/\" data-type=\"post\" data-id=\"48254\">high performers<\/a>, <a href=\"https:\/\/mondaysimon.com\/th\/poor-performer\/\" data-type=\"post\" data-id=\"48168\">Poor performers<\/a>, and <a href=\"https:\/\/mondaysimon.com\/th\/high-potential-employees\/\" data-type=\"post\" data-id=\"48307\">high potential employees<\/a>. <\/p>\n\n\n\n<p>If you need more Manager resources, click on this link to check out my <a href=\"https:\/\/mondaysimon.com\/manager-tools\/\" data-type=\"page\" data-id=\"48059\">Manager tools<\/a> page. I regularly publish actionable resources for managers.<\/p>\n\n\n\n<a class=\"gb-element-f9cd74ce\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/performance-management\/\">\n<h6 class=\"gb-text-8a6aa7b2\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\"><strong>MORE MANAGER DEVELOPMENT RESOURCES<\/strong><\/span><\/h6>\n\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-108b34a8fcedaa96cddb32f76b5eef54\" style=\"font-size:18px\">This article is part of our performance management resources.<\/p>\n<\/a>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gbp-section gb-element-6f94d2a3\">\n<div class=\"gbp-section__inner gb-element-411aba00\">\n<div class=\"gb-element-c49e672e\">\n<h2 class=\"gb-text\">Stay sharp for Monday<\/h2>\n\n\n\n<p class=\"gb-text gbp-section__text--lg\">Practical resources to help managers lead smarter, faster, and with confidence.<\/p>\n<\/div>\n\n\n\n<div><div class=\"gb-looper-f0393b22\">\n<div class=\"gb-loop-item post-48187 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Illustration of the 70 20 10 learning model pyramid showing 70% on-the-job experience, 20% coaching and feedback, and 10% formal training.\" data-media-id=\"48221\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-07_32_23-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-07_32_23-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-07_32_23-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-07_32_23-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">The 70 20 10 Learning Model: Learn Faster, Spend Smarter<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/70-20-10-learning-model\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48154 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"SMART Goals framework for managers \u2013 how to set specific, measurable, achievable, relevant, and time-bound objectives\" data-media-id=\"48206\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_21_14-AM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_21_14-AM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_21_14-AM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_21_14-AM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How to Use SMART Goals to Increase Productivity<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/smart-goals\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48136 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager and employee having a one-on-one meeting to discuss goals and unblock issues \u2013 Monday Simon\" data-media-id=\"48139\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How to Run Powerful One on One Meetings For Managers<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/one-on-one\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Key takeaways KPIs and OKRs (and how to set them up for &#8230; <a title=\"How to Master KPIs and OKRs for Team Management\" class=\"read-more\" href=\"https:\/\/mondaysimon.com\/th\/kpis-and-okrs\/\" aria-label=\"Read more about How to Master KPIs and OKRs for Team Management\">Read more<\/a><\/p>\n","protected":false},"author":1,"featured_media":48220,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22],"tags":[],"class_list":["post-48183","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manager-resources"],"_links":{"self":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48183","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/comments?post=48183"}],"version-history":[{"count":20,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48183\/revisions"}],"predecessor-version":[{"id":50592,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48183\/revisions\/50592"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/media\/48220"}],"wp:attachment":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/media?parent=48183"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/categories?post=48183"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/tags?post=48183"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}