Bridging the gap between strategies and implementation is something that many companies struggle with. For many years, companies have made use of different management strategies to achieve this. The recent years have seen the objectives and key results methodology increase in popularity. The goals of a company can be defined using OKRs. Measurable key results can help track the achievement of these goals. With well-defined goals, everyone in a company is well aware of what is expected of them. What is needed to achieve these objectives will also be known. Many companies today are now benefiting from the use of the OKR methodology. This methodology is popular mainly because it is very easy and doesn’t need a lot of resources for implementation. Three to five high-level objectives are consisted of in OKRs. Three to five measurable key results should be consisted of in each of the objectives. These key results can be set on either a scale of 0-100% or 0-1. You can implement your OKRs in your annual or quarterly plans. Writing OKRs is not as hard as it is perceived. You can read more about tips for writing OKRs here!
You should keep your OKRs simple. The most important goals of your company should be established. The OKRs that are most suitable for your company will be known by establishing this. The number of objectives to have will be decided by you. 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. When writing OKRs, specificity is important. You should have clear objectives and clearly-defined results. Nothing should be lost in translation. The ambiguity of your OKRs will be avoided by being clear and concise.
Every staff member 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 their objectives. The contribution of every staff member in achieving the company’s objectives. The staff needs to know the company’s overall objectives also other than their roles. Everyone needs to know what they are working towards. You should have measurable key results. If it is difficult to quantify results, come up with a way of measuring results.
It is important to acknowledge and reward success. You should celebrate when you hit a milestone. The OKR process will be encouraged by doing this. You can click here on this site to learn more.