Setting goals for your organization and aligning your team to reach them is vital, not to mention it brings efficiency to self-managing. In this article we’ll give you the 101 on:
If you have been thinking about implementing OKRs into your organization and team, then you’ve come to the right place. This powerful tool not only helps align your organization’s goals and purpose with those to your teams’, but also brings transparency to its process with measurable actions. OKRs is a great tool to make your organization grow and maintain clear goals as to where you would like to go.
The main objective of OKRs is to create discipline that will generate bold results in performance and efficiency. The name itself stands for its main purpose: Objectives and Key Results.
Using OKRs within your team not only brings clarity as to the organization’s main goals but also helps teams work together for a greater purpose.
OKR is a methodology that really helps breakdown objectives and like stated before – it measures actions. With this tool you’re able to really leave everything clear to each team as OKRs are a visual representation as to where the organization is at, and what direction they wish to move along.
Things to keep in mind when implementing this tool into teams and organizations:
OKRs gained popularity after Google adopted this method into their organization – successfully. According to an article, the prominent company sets up to four to six goals quarterly. “Google encourages its team to set these quarterly goals as high as possible. One of the benefits of the OKRs process is that everyone in the company is focused on the same objectives.”
And why is Google crediting their success to OKRs? According to these key points, Google has been able to keep their company aligned with teams and overall purpose. Let’s break it down:
Implementing them into your team is not an easy task, especially if no one has ever been familiarized with OKRs. With that being said, a few things to kick-off OKRs duty:
It’s super important that you set goals – not more than four so your team is able to reach all of them successfully and efforts are not being diluted achieving more/other goals. Be clear with your objectives as this will help teams to achieve every one of them. According to an article, it is advisable to NEVER set objectives such as: “maintain our position on the market,” “continue doing this, or that.” Be clear so they are easier to achieve.
Define your key results from the beginning alongside your objectives and try to set measurable key results – maximum three per objective. For example: Increase conversion rate by 50%, or increase likes by 35%. With numbers included, you’re able to see at the end whether this number has been reached, or not – making your key results measurable.
What are some things to avoid when setting your key results per objective?
Setting OKRs and measuring them is great for your teams and organization, however, keep in mind that OKR performance is very different to those of employee performance. Why? Swipley’s CEO, Angus Davis, explains:“OKRs are not designed to be used as a weapon against your employees,” he says. “They are a tool for motivating and aligning people to work together. They increase transparency, accountability and empowerment."
It’s important to separate these two entities so employees are able to be motivated and not judged by OKRs performances, whether it’s positive or negative. Davis adds: “Let’s say we bring OKRs into a performance review, and punish the person for scoring lower than maybe they had hoped — they go without their bonus. That just encourages them to sand bag their OKRs from there on out. They won’t stretch. They won’t push hard.” In short, they’ll play it safe. And that’s when startups stagnate.”
OKRs are a team’s and the organization’s effort – keep that in mind. Managing OKRs throughout is important to make sure if they are being met, or if they need to be discussed further.
Check out John Doerr's powerful Ted Talk on how important and powerful OKRs can be to drive organizations into success.
You’re able to review your OKRs with Holaspirit during a Tactical Meeting during the Metrics rounds. It’s up to you and your team if you wish to review this weekly or as often as you need.
In the OKRs module, click on the Add OKR button:
On the right side of the card:
So now that we’ve given you the lowdown on OKRs and how to implement them, are you ready to start using this powerful tool with your team?
Give it a go!
Start using OKRs and discover alignment with your team and organization – book a call!