In the context of the book, alignment refers to the synchronization of individual, team, and organizational goals to ensure that everyone is working toward common objectives. It involves creating a unified focus and direction, such that the efforts of each employee contribute to the overarching goals of the organization. Doerr argues that the transparent nature of OKRs encourages organizational alignment.

Annual performance reviews are a traditional method of evaluating employee performance on a yearly basis. Measure What Matters discusses the limitations of this approach and advocates for more continuous and dynamic methods, such as the use of OKRs, to ensure ongoing feedback and improvement.

With the bottom-up approach, in the context of the book, ideas, feedback, or initiatives originate from the lower levels of the organizational hierarchy and move upward. This approach—in contrast to cascading, which is a top-down approach—tends to foster innovation and engagement among employees. Doerr presents bottom-up goal setting as one way to use OKRs.