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. 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. OKRs mostly have 3 to 5 high-level objectives. These objectives should each have three to five measurable key results. The key results can be set on a scale of 0-1 or 0-100%. The OKRs can be implemented in your annual or quarterly plans. It is not hard to write your company’s OKRs. This article will help you discover more about writing OKRs.
Simplicity is essential with OKRs. What is of most importance to your company should be established. Establishing this will help you come up with OKRs that are most suitable for your company. The number of objectives to have will be decided by you. However, it is important to keep in mind the time you have and the complexity of the objectives. As much as your OKRs should not be too easy to achieve, they should still be achievable. When writing OKRs, specificity is important. It is important to have well-defined key results and clear objectives. You don’t want anything 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. Everyone should know what their contribution should be in achieving the company’s objectives. The staff needs to know the company’s overall objectives also other than their roles. They should be aware of what they are working towards for motivation. Your key results should be measurable. If the results are not quantifiable, it is important to come up with a way of measuring success.
Acknowledging and rewarding success is important. You should celebrate when you hit a milestone. Doing this will encourage the OKR process. You can click here on this site to learn more.