How to Write OKRs for your Company
Several companies struggle when it comes to bridging the gap between strategies and implementation. For many years, companies have made use of different management strategies to achieve this. 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. 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. Three to five high-level objectives are consisted of in OKRs. Under these objectives, you will 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 as hard as it is perceived. You can read more about tips for writing OKRs here!
Your OKRs should be simple. 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. There are no restrictions to the number objectives you can have. However, it is important to keep in mind the time you have and the complexity of the objectives. You should have OKRs that are not too easy to achieve but still achievable. When writing OKRs, specificity is important. The objectives should be very clear and the key results should be well-defined. The last thing you want is losing information in translation. Being very clear and concise will avoid ambiguity of your objectives.
Every staff member 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 the OKRs. The contribution of every staff member 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. Everybody should know what they are working towards. You should have measurable key results. If the results are not quantifiable, it is important to come up with a way of measuring success.
It is important to acknowledge and reward success. You should celebrate when you hit a milestone. Doing this will encourage the OKR process. To read more now, click the link to this website.