Want a successful OKR program? Start at the top.
When your whole executive team is bought in from the beginning, you’ll be able to reap the many benefits of OKRs, including organizational alignment, focus, accountability, and–every executive’s favorite–performance.
The OKR structure benefits every group in your business: executives, team managers, and individual contributors.
But which specific benefits of OKRs are most important to executives?
In our 2021 Goal Management Report, executives ranked their top three reasons for implementing a goal framework as “less time wasted,” “more revenue” and “a higher performing team.”
Executives see these benefits come to life when employees are aligned, focused, and accountable. That’s what an OKR program brings. Without a goal framework in place, employees become lost, distracted, unmotivated, and unproductive—especially on distributed teams. This means wasted time, money, and effort—in addition to lost opportunity from a lack of creativity and innovation.
OKR programs are most successful when they’re embraced at the top and cascade down to the rest of the organization. This allows executives to guide big-picture strategies that align with the organizational mission, vision, and values.
From there, teams and individuals will have context for how their goals should be developed and what the priorities are for the organization. This allows employees to purposefully develop OKRs that will make the big-picture strategies a reality.
The beauty of building an OKR program in Ally is that there’s transparency at every level of the organization. That means all goals are open, and progress is visible to everyone.
The result? Aligned, innovative teams, who are empowered to drive their business forward.
We see this reflected in the data from our Goal Management Survey: 93% of Ally.io customers say they feel aligned with their coworkers, and 88% of them feel empowered to take risks.
Without a goal framework in place, these numbers plummet to 72% and 53%, respectively.
So, what can leaders actually do to help ensure these benefits are realized with their OKR program?
Leaders set the tone in an organization and are therefore critical to the adoption of any new program. Here are some ways leaders in your organization can contribute to a culture that embraces your OKR program:
Email communications and newsletters should also include a mention of OKRs and are a fantastic opportunity to celebrate progress that has been made. This can boost morale and employee engagement in the program.
When you get all leaders on board, your organization will quickly see the value of an OKR program. There’s much to gain, and the steps it takes to get there are entirely manageable. If you want to learn more about how to successfully adopt OKRs, check out our guide here.
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