{"id":35353,"date":"2022-06-20T01:33:32","date_gmt":"2022-06-20T01:33:32","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=35353"},"modified":"2022-06-28T03:56:14","modified_gmt":"2022-06-28T03:56:14","slug":"okr-vs-kpi-are-both-forming-better-goals","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/pt\/okr-vs-kpi-are-both-forming-better-goals\/","title":{"rendered":"OKR VS. KPI: Ambos est\u00e3o formando metas melhores?"},"content":{"rendered":"<div class=\"wp-block-cover alignfull is-light has-custom-content-position is-position-bottom-center is-position-center-center image-shadow\" style=\"min-height:200px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-100 has-background-dim has-background-gradient\" style=\"background:linear-gradient(45deg,rgb(52,168,83) 0%,rgb(124,187,0) 100%)\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<h2 class=\"alignfull has-text-align-center main-title-mob has-white-color has-text-color has-x-large-font-size wp-block-heading\" id=\"implementing-okrs-for-the-first-time-1\"><strong><strong><strong>OKR vs KPI: Ambas s\u00e3o ferramentas igualmente melhores na forma\u00e7\u00e3o dos objetivos da empresa?<\/strong><\/strong><\/strong><\/h2>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-d3f8410e\"><div class=\"uagb-section__overlay\"><\/div><div class=\"uagb-section__inner-wrap\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large post-image\" style=\"border-radius:10px\"><a href=\"https:\/\/okrinstitute.org\/pt\/?attachment_id=35755\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" data-id=\"35755\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/06\/business-people-meeting-discuss-situation-market-1024x683.jpg\" alt=\"\" class=\"wp-image-35755\" 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class=\"uagb-social-share__wrap\">\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-d331e13f\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/api.whatsapp.com\/send?text=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M380.9 97.1C339 55.1 283.2 32 223.9 32c-122.4 0-222 99.6-222 222 0 39.1 10.2 77.3 29.6 111L0 480l117.7-30.9c32.4 17.7 68.9 27 106.1 27h.1c122.3 0 224.1-99.6 224.1-222 0-59.3-25.2-115-67.1-157zm-157 341.6c-33.2 0-65.7-8.9-94-25.7l-6.7-4-69.8 18.3L72 359.2l-4.4-7c-18.5-29.4-28.2-63.3-28.2-98.2 0-101.7 82.8-184.5 184.6-184.5 49.3 0 95.6 19.2 130.4 54.1 34.8 34.9 56.2 81.2 56.1 130.5 0 101.8-84.9 184.6-186.6 184.6zm101.2-138.2c-5.5-2.8-32.8-16.2-37.9-18-5.1-1.9-8.8-2.8-12.5 2.8-3.7 5.6-14.3 18-17.6 21.8-3.2 3.7-6.5 4.2-12 1.4-32.6-16.3-54-29.1-75.5-66-5.7-9.8 5.7-9.1 16.3-30.3 1.8-3.7.9-6.9-.5-9.7-1.4-2.8-12.5-30.1-17.1-41.2-4.5-10.8-9.1-9.3-12.5-9.5-3.2-.2-6.9-.2-10.6-.2-3.7 0-9.7 1.4-14.8 6.9-5.1 5.6-19.4 19-19.4 46.3 0 27.3 19.9 53.7 22.6 57.4 2.8 3.7 39.1 59.7 94.8 83.8 35.2 15.2 49 16.5 66.6 13.9 10.7-1.6 32.8-13.4 37.4-26.4 4.6-13 4.6-24.1 3.2-26.4-1.3-2.5-5-3.9-10.5-6.6z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-861f5418\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/telegram.me\/share\/url?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 496 512\"><path d=\"M248 8C111 8 0 119 0 256s111 248 248 248 248-111 248-248S385 8 248 8zm121.8 169.9l-40.7 191.8c-3 13.6-11.1 16.9-22.4 10.5l-62-45.7-29.9 28.8c-3.3 3.3-6.1 6.1-12.5 6.1l4.4-63.1 114.9-103.8c5-4.4-1.1-6.9-7.7-2.5l-142 89.4-61.2-19.1c-13.3-4.2-13.6-13.3 2.8-19.7l239.1-92.2c11.1-4 20.8 2.7 17.2 19.5z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-269c8118\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/www.facebook.com\/sharer.php?u=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 320 512\"><path d=\"M279.14 288l14.22-92.66h-88.91v-60.13c0-25.35 12.42-50.06 52.24-50.06h40.42V6.26S260.43 0 225.36 0c-73.22 0-121.08 44.38-121.08 124.72v70.62H22.89V288h81.39v224h100.17V288z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-44ce6e48\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/twitter.com\/share?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M459.37 151.716c.325 4.548.325 9.097.325 13.645 0 138.72-105.583 298.558-298.558 298.558-59.452 0-114.68-17.219-161.137-47.106 8.447.974 16.568 1.299 25.34 1.299 49.055 0 94.213-16.568 130.274-44.832-46.132-.975-84.792-31.188-98.112-72.772 6.498.974 12.995 1.624 19.818 1.624 9.421 0 18.843-1.3 27.614-3.573-48.081-9.747-84.143-51.98-84.143-102.985v-1.299c13.969 7.797 30.214 12.67 47.431 13.319-28.264-18.843-46.781-51.005-46.781-87.391 0-19.492 5.197-37.36 14.294-52.954 51.655 63.675 129.3 105.258 216.365 109.807-1.624-7.797-2.599-15.918-2.599-24.04 0-57.828 46.782-104.934 104.934-104.934 30.213 0 57.502 12.67 76.67 33.137 23.715-4.548 46.456-13.32 66.599-25.34-7.798 24.366-24.366 44.833-46.132 57.827 21.117-2.273 41.584-8.122 60.426-16.243-14.292 20.791-32.161 39.308-52.628 54.253z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-40a32269\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/www.linkedin.com\/shareArticle?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M100.28 448H7.4V148.9h92.88zM53.79 108.1C24.09 108.1 0 83.5 0 53.8a53.79 53.79 0 0 1 107.58 0c0 29.7-24.1 54.3-53.79 54.3zM447.9 448h-92.68V302.4c0-34.7-.7-79.2-48.29-79.2-48.29 0-55.69 37.7-55.69 76.7V448h-92.78V148.9h89.08v40.8h1.3c12.4-23.5 42.69-48.3 87.88-48.3 94 0 111.28 61.9 111.28 142.3V448z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n<\/div><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Termos de OKR e KPI que n\u00e3o s\u00e3o estranhos \u00e0 for\u00e7a de trabalho. Ambos servem como uma medida do sistema de desempenho-alvo de um funcion\u00e1rio ou equipe. Normalmente, este OKR e KPI s\u00e3o avaliados pela gest\u00e3o de uma empresa espec\u00edfica, como o departamento principal, gerente ou HRD. OKR significa Objetivos e Resultado-Chave. OKR refere-se a metas (objetivos) feitas da forma mais descritiva, listada e desafiadora poss\u00edvel.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O objetivo da empresa ao utilizar o OKR \u00e9 refletir sobre as prioridades e habilidades dos trabalhadores, o que impactar\u00e1 nos resultados. KPIs significa Key Performance Indicators, que s\u00e3o valores mensur\u00e1veis que determinam a efic\u00e1cia dos funcion\u00e1rios e equipes no trabalho focado. Al\u00e9m disso, estrat\u00e9gias, metas e objetivos s\u00e3o constru\u00eddos para ver o desenvolvimento do neg\u00f3cio na empresa onde os funcion\u00e1rios trabalham.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Definir a exist\u00eancia de OKRs e KPIs para impulsionar o sistema da empresa<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Outra diferen\u00e7a est\u00e1 em termos de frequ\u00eancia de envio de dados e relat\u00f3rios. Cada KPI tem uma frequ\u00eancia diferente e geralmente \u00e9 mais longo, por exemplo, um trimestre e mais frequentemente anualmente. A frequ\u00eancia do OKR pode ser semanal, mensal ou trimestral, portanto o tempo \u00e9 menor que o KPI. As metas s\u00e3o escritas separadamente dentro dos KPIs, enquanto no OKR, as marcas ou prazos s\u00e3o registrados de uma s\u00f3 vez.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Al\u00e9m disso, o sistema KPI geralmente est\u00e1 associado a b\u00f4nus, enquanto no OKR, n\u00e3o \u00e9 100% associado a recompensas. Recomenda-se n\u00e3o estar associado a b\u00f4nus.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Enquanto isso, o KPI usa uma abordagem de cima para baixo derivada do n\u00edvel acima em sua prepara\u00e7\u00e3o. Enquanto isso, o OKR geralmente usa uma abordagem de baixo para cima ou lateral, ou seja, entrada do n\u00edvel inferior, ou pode ser lateral, tamb\u00e9m conhecida como colabora\u00e7\u00e3o de outras unidades. A natureza do KPI \u00e9 atingir uma meta maior, mas ainda realista. Compare isso com OKR, que \u00e9 aspiracional no cora\u00e7\u00e3o, \u00e0s vezes at\u00e9 irreal.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Forma\u00e7\u00e3o de OKR e KPI <\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/okrinstitute.org\/pt\/what-is-okr\/\">Os KPIs equilibram qualidade e quantidade, e sua realiza\u00e7\u00e3o deve ser 100%. Em OKR, n\u00e3o precisa ser balanceado, e sua conquista em 60-70% \u00e9 considerada boa.<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Impulsionando completamente o sistema atrav\u00e9s da implementa\u00e7\u00e3o de OKRs, h\u00e1 uma op\u00e7\u00e3o que buscamos buscar: A primeira op\u00e7\u00e3o, implementar o sistema OKR no total e o sistema antigo em uso. As op\u00e7\u00f5es aqui s\u00e3o adequadas para startups que n\u00e3o possuem um plano pr\u00e9vio ou para empresas que sentem que o sistema de KPIs utilizado \u00e9 ineficaz para melhorar seu desempenho. Ent\u00e3o, use o sistema OKR.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A segunda op\u00e7\u00e3o \u00e9 transformar os KPIs relevantes em OKRs. Portanto, o OKR \u00e9 estruturado com base nos KPIs existentes atualmente. O resultado \u00e9 usar apenas um sistema, o OKR. Normalmente, durante o processo de transforma\u00e7\u00e3o, o KPI se tornar\u00e1 o tipo operacional OKR e, em seguida, adicionar\u00e1 o OKR aspiracional.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Usando GPS e M\u00e9tricas<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Por exemplo, as m\u00e9tricas em quest\u00e3o s\u00e3o um veloc\u00edmetro para medir a velocidade do carro de algu\u00e9m e algumas m\u00e9tricas que informam a quantidade de gasolina dispon\u00edvel. Essa pessoa tamb\u00e9m precisa prestar aten\u00e7\u00e3o \u00e0s m\u00e9tricas no painel do carro.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Se algu\u00e9m quiser chegar rapidamente ao seu destino, o que acontece se ignorar a m\u00e9trica de g\u00e1s esgotado? Claro, o carro deles n\u00e3o pode mais funcionar. Vamos dissecar a analogia anteriormente. Na analogia, existem tr\u00eas partes, a saber:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Estrat\u00e9gia \u00e9 esse processo de tomada de decis\u00e3o, como a escolha do destino tur\u00edstico que se quer liderar.<\/li><li>OKRs, nesta analogia, s\u00e3o GPS que nos ajudam a permanecer no caminho certo para o nosso destino.<\/li><li>O KPI nos ajudar\u00e1 a monitorar a condi\u00e7\u00e3o do carro e se tudo est\u00e1 bem, conforme indicado pelas m\u00e9tricas do carro.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Em termos simples, OKR \u00e9 uma ferramenta para garantir que estamos caminhando no caminho certo em dire\u00e7\u00e3o aos nossos objetivos. Enquanto isso, o KPI \u00e9 uma ferramenta para verificar se n\u00f3s e as coisas necess\u00e1rias para atingir esse objetivo est\u00e3o bem.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Semelhan\u00e7as de OKR e KPI&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">OKR representa as escolhas das empresas sobre aloca\u00e7\u00e3o de tempo e energia e facilita a coordena\u00e7\u00e3o de uma a\u00e7\u00e3o individual, de equipe e departamental para atingir as metas de toda a empresa. Esses dois frameworks s\u00e3o complementares entre si. OKR e KPI t\u00eam algo em comum. A semelhan\u00e7a na letra \u201cK\u201d \u00e9 chave. As chaves em OKR e KPI indicam indicadores mensur\u00e1veis e priorizam quais partes precisam focar.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O uso de OKRs e KPIs oferece vantagens em sua implementa\u00e7\u00e3o. Com OKR, aqui est\u00e3o os benef\u00edcios de implement\u00e1-lo:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Pode aumentar o engajamento quando algu\u00e9m deseja atingir os objetivos da empresa alinhados com um impacto positivo nos funcion\u00e1rios<\/li><li>Capaz de vincular os objetivos da empresa, indiv\u00edduos e equipes atrav\u00e9s do trabalho em conjunto para atingir o mesmo objetivo<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Isso torna mais f\u00e1cil para a equipe rejeitar uma ideia. Mesmo que as declara\u00e7\u00f5es dadas sejam boas, elas podem ser descartadas se n\u00e3o corresponderem ao objeto pretendido. Eles estavam tornando mais f\u00e1cil adiar pensamentos com baixa prioridade.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">A diferen\u00e7a entre OKR e KPI<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Conforme descrito acima, a OKR manter\u00e1 todas as atividades de trabalho no caminho certo para atingir os objetivos da empresa. Al\u00e9m disso, o foco do OKR de um trimestre para o outro pode mudar de acordo com a prioridade do que queremos fazer.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Apesar disso, o KPI determina se as atividades de trabalho atenderam aos indicadores para atingir os objetivos da empresa. Esses KPIs tendem a ser os mesmos de um trimestre para o outro. Assim, ambos s\u00e3o igualmente bons, ajudando a empresa a atingir seus objetivos.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Em rela\u00e7\u00e3o aos objetivos, KPI e OKR n\u00e3o apresentam grande diferen\u00e7a. Ambos s\u00e3o igualmente uma medida de sucesso e realiza\u00e7\u00e3o. Ambos t\u00eam algo em comum: Chave = Chave na letra K. KPI e OKR enfatizam a Chave para a medi\u00e7\u00e3o definida.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A diferen\u00e7a fundamental \u00e9 que, se o OKR existe para atingir um objetivo mais proeminente e concreto, o KPI \u00e9 uma medida para atingir esse grande objetivo. O KPI faz parte do OKR, onde o KPI pode ser usado para dar suporte ao OKR.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">OKR vs KPI: Os pr\u00f3s e contras<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Pr\u00f3s do OKR<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Os OKRs auxiliam na defini\u00e7\u00e3o de objetivos agressivos, assim como as empresas podem, sem d\u00favida, ajustar os objetivos hier\u00e1rquicos aos objetivos individuais\/grupo.<\/li><li>N\u00e3o \u00e9 dif\u00edcil estabelecer limites e fazer ciclos curtos e abre as portas para constantes contribui\u00e7\u00f5es, correspond\u00eancia e treinamento.<\/li><li>Faz avalia\u00e7\u00e3o de execu\u00e7\u00e3o baseada em objetivos<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Contras de OKR<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Precisa de um pouco de compreens\u00e3o do m\u00e9todo mais proficiente para caracterizar OKRs vi\u00e1veis antes que cada empresa entenda as vantagens genu\u00ednas<\/li><li>Definir um n\u00famero excessivo de OKRs pode desintegrar o motivo e dificultar sua realiza\u00e7\u00e3o.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Pr\u00f3s do KPI<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Atinge os objetivos mais rapidamente e na velocidade certa<\/li><li>Essa estrutura auxilia os representantes no comando de seus objetivos e simplifica o cumprimento das metas de forma lenta e cuidadosa, simplificando a quantifica\u00e7\u00e3o dos resultados.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Contras do KPI<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>A coleta de insights \u00e9 testar e definir um n\u00famero t\u00e3o grande de objetivos pode ser confuso<\/li><li>Requer investimento para definir KPIs, treinar representantes e ganhar profici\u00eancia com o ciclo<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Os pontos est\u00e3o tomados: ambas s\u00e3o ferramentas igualmente melhores para formar os objetivos da empresa?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Esses frameworks n\u00e3o apresentam diferen\u00e7as t\u00e3o significativas em termos de objetivos. Al\u00e9m disso, ambos s\u00e3o medidas de sucesso e realiza\u00e7\u00e3o. Ambos t\u00eam algo em comum. Al\u00e9m disso, tanto o KPI quanto o OKR enfatizam a chave para a medi\u00e7\u00e3o.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A diferen\u00e7a fundamental \u00e9 que quando o OKR \u00e9 usado para atingir um objetivo mais aparente, o KPI \u00e9 uma medida para atingir o objetivo. A partir dessa descri\u00e7\u00e3o, podemos concluir que, se ambos forem igualmente bons, o KPI pode at\u00e9 fazer parte do OKR, ent\u00e3o o KPI pode ser usado para dar suporte ao OKR.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Portanto, os resultados de OKR versus KPI dependem de cada empresa e podem ser obtidos de ambas as estruturas. A subjetividade dos superiores diminuir\u00e1 para que os funcion\u00e1rios sintam uma atmosfera de crescimento que possa estimular seu desempenho naturalmente.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Apesar disso, o KPI determina se as atividades de trabalho atenderam aos indicadores para atingir os objetivos da empresa. Esses KPIs tendem a ser os mesmos de um trimestre para o outro. Al\u00e9m disso, ambos s\u00e3o igualmente bons, ajudando a empresa a cumprir seu prop\u00f3sito primordial.<\/p>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Cursos Relacionados<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-5b185a\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/pt\/courses\/okr-leadership-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/08\/okr-leader.png\" alt=\"OKR Leadership Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/pt\/courses\/okr-leadership-course\/\">Curso de Lideran\u00e7a OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/pt\/courses\/okr-practitioner-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/practitioner-course.png\" alt=\"OKR Practitioner Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/pt\/courses\/okr-practitioner-course\/\">Curso de OKR 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Compass for Growth in Uncertain Times\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/pt\/your-compass-for-growth-in-uncertain-times\/\">Objetivos e Resultados-chave: Sua b\u00fassola para o crescimento em tempos incertos<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/pt\/how-okr-teamwork-makes-the-dream-work\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/03\/hr-handshaking-successful-candidate-getting-hired-new-job-closeup-1024x683.jpg\" alt=\"How OKR Teamwork makes the dream work\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/pt\/how-okr-teamwork-makes-the-dream-work\/\">Como OKR Teamwork faz o sonho funcionar<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Tag<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR Coaching<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR Coach<\/p>\n\n\n\n<div class=\"wp-block-uagb-wp-search uagb-wp-search__outer-wrap uagb-block-69fbdd86 uagb-layout-input-button\"><form class=\"uagb-search-wrapper\" role=\"search\" action=\"https:\/\/okrinstitute.org\/pt\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"Procurar\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"Procurar\"\/><button class=\"uagb-search-submit\" type=\"submit\"><span class=\"uagb-wp-search-button-icon-wrap\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M505 442.7L405.3 343c-4.5-4.5-10.6-7-17-7H372c27.6-35.3 44-79.7 44-128C416 93.1 322.9 0 208 0S0 93.1 0 208s93.1 208 208 208c48.3 0 92.7-16.4 128-44v16.3c0 6.4 2.5 12.5 7 17l99.7 99.7c9.4 9.4 24.6 9.4 33.9 0l28.3-28.3c9.4-9.4 9.4-24.6.1-34zM208 336c-70.7 0-128-57.2-128-128 0-70.7 57.2-128 128-128 70.7 0 128 57.2 128 128 0 70.7-57.2 128-128 128z\"><\/path><\/svg><\/span><\/button><\/div><input type=\"hidden\" name=\"trp-form-language\" value=\"pt\"\/><\/form><\/div>\n<\/div>\n<\/div>\n<\/div><\/section>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2068,"featured_media":35755,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"qubely_global_settings":"","qubely_interactions":"","inline_featured_image":false,"_uag_custom_page_level_css":"","site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"disabled","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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href=\"https:\/\/okrinstitute.org\/pt\/category\/general\/\" rel=\"category tag\">General<\/a>","qubely_excerpt":null,"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>OKR VS. KPI: Are both forming better goals? - OKRI - Effective OKR Certification Courses<\/title>\n<meta name=\"description\" content=\"OKR and KPI terms that are not foreign to the workforce. Both serve as a measure of an employee or team&#039;s target performance system.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/okrinstitute.org\/pt\/okr-vs-kpi-are-both-forming-better-goals\/\" \/>\n<meta property=\"og:locale\" content=\"pt_PT\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"OKR VS. KPI: Are both forming better goals?\" \/>\n<meta property=\"og:description\" content=\"It is used to foster company goals, and it productively improves collaboration and correspondence across an organization. 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