Tips for Writing OKRs for your Company
Bridging the gap between strategies and implementation is something that many companies struggle with. Many management strategies have been in use for many years that aim at bridging this gap. One management strategy that has been increasing in popularity over the years is the objectives and key results methodology, in short, OKRs. OKR helps define the goals of an organization. It is easy to track the achievement of these goals when you have measurable key results. 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. The use of this methodology is offering benefits to many companies today. 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 mostly have 3 to 5 high-level objectives. These objectives should each have three to five measurable key results. These key results can be set on either a scale of 0-100% or 0-1. Your OKRs can be implemented on your annual or quarterly plans. Writing OKRs is not very hard. To learn more about writing OKRs, here are a few tips.
Simplicity is essential with OKRs. What is of most importance to your company should be established. The OKRs that are most suitable for your company will be known by establishing this. There are no restrictions to the number objectives you can 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. Specificity is important when writing OKRs. The objectives should be very clear and the key results should be well-defined. 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 the reason why leveling your objectives is important. Top management to junior staff should know their role in achieving their objectives. Everyone should know what their contribution should be in achieving the company’s objectives. Not only should the employees be aware of their roles but the company’s overall objective also. They should be aware of what they are working towards for motivation. The key results should be measurable. If it is difficult to quantify results, come up with a way of measuring results.
It is important to acknowledge and reward success. Hitting a milestone should be celebrated. You will encourage the staff by celebrating wins thereby encouraging the OKR process. For more info. on this visit this website.