Achieve better alignment with OKRs
Learn how to unleash success with the OKR framework
Goal setting that aligns
Objectives and Key Results (“OKRs”) is a management tool and goal-setting framework designed to align the work of each employee with their team and the overall company objectives. Every objective, and it’s results, directly relate to a bigger vision. Implementing OKRs helps your company:
- Improve transparency from top to bottom
- Get everyone working toward the same goal
- Establish clear expectations for every employee
- Create a standard method of setting and measuring success
What’s all the fuss with OKRs?
While the OKR methodology was invited in the 1970s at Intel and was put into practice at Oracle in the 1990s, the practice gained popularity as the objective methodology deployed by Google in 1999, their first year in business.
Much like MBOs and SMART objectives, OKRs offer a framework to help managers and employees create, track, and measure work outputs that align with a company’s overall vision. But there are differences – such as transparency and aggressiveness – that make OKRs the “NOW” approach to talent and goal management.
In the simplest light: OKRs is a methodology for creating and tracking objectives. Objectives should be aspirational statements. Objectives have “results” which are measurable outcomes. Good OKRs are transparent, highly aligned from top to bottom, measurable, set over a period of time, and ultimately graded. For an in-depth look at OKRs and OKR examples, download our OKR ebook and become an OKR master.
The OKR culture
Setting OKRs is a good start, but implementing OKRs within a company can prove challenging without proper support. The right enterprise goal setting and management software will help promote the objective-driven culture your company needs. StatusPath promotes 6 pillars of an objective-driven culture with its OKR software: transparency, accountability, alignment, collaboration, execution, and recognition.
OKR timing and grading
OKRs need to be set for a specific period of time, and at it’s conclusion, the OKR needs to be graded. While OKRs can be set monthly, quarterly, semi-annually, or annually, there are a few notable benefits to a quarterly setting. Learn about OKR timing and how to set timing for your company’s OKRs.
OKR grading is a critical element of this process. For an extended look at how to grade OKRs and why it’s necessary, visit our resource on OKR grading best practices.
It’s not enough to set OKRs – your company needs to inject OKRs into the fabric if its DNA. That’s achieved by working with an OKR software partner that places value on the experience of updating and talking about objective performance. Open communication helps ensure objective momentum, while offering checkpoints for real-time feedback loops based on coaching and recognition.
Get more done today. Together.