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. The recent years have seen the objectives and key results methodology increase in popularity. The goals of a company can be defined using OKRs. 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. What is needed to achieve these objectives will also be known. Several companies are benefiting today from the use of this methodology. This methodology is popular mainly because it is very easy and doesn’t need a lot of resources for implementation. OKRs mostly have 3 to 5 high-level objectives. Under these objectives, you will 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. Writing OKRs is not very hard. This article will help you discover more about writing OKRs.
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. You should be specific 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. The ambiguity of your OKRs will be avoided by being clear and concise.
Everyone in the company needs to know what is expected of the. 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. 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. Your key results should be measurable. If it is difficult to quantify results, come up with a way of measuring results.
Acknowledging and rewarding success is important. Hitting a milestone should be celebrated. You will encourage the staff by celebrating wins thereby encouraging the OKR process. You can click here on this site to learn more.