OKR is a goal-setting framework, used by many organizations to define measurable goals and track progress. OKR helps in the alignment of personal & professional goals. It also helps in the Performance management of the whole company. OKR is a proven methodology that enables companies to set measurable goals and track their progress.
Objectives are top strategic priorities. Objectives should be quite ambitious, qualitative, time-bound, and actionable. Key Results are the two to five deliverables that are defined for each objective, so that progress can be measured. They should be quantifiable, and achievable.
OKRs are the organization’s best friend in their search for success. Many reputable companies such as Google, Facebook, LinkedIn, and Twitter, use OKRs.
There are several benefits of Objectives and Key Results-
- Provides a clear direction to everyone in the organization
- Helps in maximizing productivity and efficiency among teams across the organization.
- Boost the ability of teams to make strategic decisions.
- Makes employees feel connected with their organization
- Allows employees to align their work with the company’s overall vision, strategy, & priorities.
When Setting OKRs in your organization you should follow these principles-
Simple and agile
OKRs should be simple and quick. OKRs are a great way to establish clear and effective goals for your business. They can be set monthly or quarterly, which will make them perfect for providing adaptability in the organization.
Clear and aligned
OKRs have been a huge success in companies around the world and they’re very popular among teams. Transparency is one of OKR’s key principles. OKRs help to ensure that all individuals, teams, and departments in your organization are on the same page, with values aligned, moving in the same direction, and endeavoring for the same outcomes.
OKRs are a great way to promote teamwork and create harmony among employees. With everyone working towards the same goal, there’s no reason for any tension or conflict in an organization because they all have something valuable to contribute toward company success.
Bidirectional goal setting
Top-down cascading models are time-consuming, it is best to use bidirectional goal-setting methods instead. The OKR system is not only driven by the top, some contribution from the middle level and the lower level is a must.
Set bold, ambitious goals
The goals that teams set should be aspirational and challenging. The company believes bold aims will make them think about how they can work to reach their peak performance, which should result in higher levels of productivity for all involved.
OKRs are an outstanding methodology that adds value to your work. OKRs can be both fun as well as motivational for employees. There are so many OKR examples where you can use OKR in every single department. If you want to make sure your team achieves success use OKRs.
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