5 Lessons Learned:
How to Write OKRs for your Company
Several companies struggle when it comes to bridging the gap between strategies and implementation. Many management strategies have been in use for many years that aim at bridging this gap. Over the years, there has been one management strategy that has been increasing in popularity that is objectives and key results methodology. OKR helps define the goals of an organization. Tracking the achievement of these goals is easy as there are key results that are measurable. What is expected of a staff member is well-known with clearly-defined objectives. They also know what they need to do to achieve the objectives of the company. Several companies are benefiting today from the use of this methodology. The popularity of this methodology lies mainly behind the fact that it doesn’t it is easy to implement and doesn’t require a lot of resources. OKRs consist of three to five high-level objectives. Three to five measurable key results should be consisted of in each of the objectives. The key results can be set on a scale of 0-1 or 0-100%. Your OKRs can be implemented on your annual or quarterly plans. It is not hard to write your company’s OKRs. To learn more about writing OKRs, here are a few tips.
Simplicity is essential with OKRs. It is essential to establish what is of most importance to our company. By establishing this you will be able to come up with OKRs that are suitable for your company. You get to decide on the number of objectives to have. You should bear in mind the complexity of the objectives and your desired timeframe when coming up with a number. You should have OKRs that are not too easy to achieve but still achievable. You should be specific when writing OKRs. It is important to have well-defined key results and clear objectives. You don’t want anything lost in translation. Aim for clarity when coming up with your OKRs to avoid ambiguity.
Every member of your staff should know what is expected of them. This is why it is essential to level your objectives. Top management to junior staff should know their role in achieving the OKRs. Everyone should know what their contribution should be in achieving the company’s objectives. The employees should not only be aware of their role but they should also know the overall company’s objectives. They should be aware of what they are working towards for motivation. You should have measurable key results. If the results are not quantifiable, it is important to come up with a way of measuring success.
Success should be acknowledged and rewarded. When you can hit your milestone, you should celebrate. The OKR process will be encouraged by doing this. For more info. on this visit this website.