As a business leader, you’re constantly on the hunt for education, solutions, and tools to streamline your work, as well as that of your core staff. If you’re discovering the concept of objectives and key results as a value add to your organizational strategy, keep reading for five important questions and answers for setting your teams up for success:
OKRs optimize a business’s need to align its core asset – its people – with business goals that will help drive individual performance, incentivize continued acceleration, and support organizational growth.
Most companies that adopt this methodology, though, tend to work with spreadsheets and Google Docs. Over time, that simply doesn’t work, especially as companies get larger. A formal OKR solution enables companies to create stronger organizational alignment with top-down and bottoms-up cascading, and ensures every team and individual is working together towards the top priorities of the organization.
OKRs provide a formalized path to orchestrated performance management that the teams can see and share in. OKRs enable companies to maintain their visions by providing always-on transparency of objectives and goals so they are accessible and referenceable. OKRs provide an efficient and helpful record for tracking individual and group progress, as well as a streamlined method for completing performance reviews.
Particularly for organizations with a wide variety of not only teams but functions, it’s become a new imperative for savvy leaders to understand the central role that cross-group collaboration plays in business today.
Since adopting OKRs isn’t always easy for companies that previously used other methodologies (or nothing at all), consider the importance of a streamlined implementation by tapping into a solution partner that offers training and consulting services with online and on-site coaching. Set your teams up for success from the jump with a dream team at your back.
Develop an evangelism plan to excite your employees about the new venture by prioritizing the value in it for them. Provide a list of your commitments to be transparent and comprehensive by adding this new workflow to formalize performance management. It’s also helpful to emphasize the added incentive of creating stretch goals, which can boost individual and team morale, and provide a healthy benchmark for your employees to strive for, both at the individual and team level.
Rally your dream team: Bring together your leadership team and other pertinent stakeholders to develop a plan that works for your company calendar and factor in your goals for the future. Consider your intentions and hopes from the implementation in 3, 6, or even 12-month increments.
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