‘Objectives and key results’ is the answer of the question ‘What does OKRs stand for?’. It is a very beneficial way to encourage employee to be responsible and determined, that they finish their work on time. In this post, how to write good OKRs, how to set good OKRs and steps to determine suitable OKRs will be explained.
How to Set Good OKRs?
The most important point in determining OKR is to dominate the company, its employees and the working principle of the company. Because the objective is based on internal requirements and if the internal dynamics are not mastered in the language, the desired results cannot be achieved since the key results on the way to the goal cannot be understood. For example, it is not sufficiently reasonable for a developing company to set access to the top spot in the market as the first target. Instead, maybe for long-term goals, yes, this is a goal, but first in the market it should be able to stand next to its competitors. To sum up, objectives have to be prioritized based on what a company needs the most and also for the teams and individual needs and goals at that time interval.
4 Useful Steps to be Taken into Account When Determining Good OKRs on the Road to Success
Let people know OKR
With OKR, success is easier when working as a team, even if separate goals are given. For this reason, it is important for employees to know what is an OKR and have interest about OKR.
Choosing a Tool
Here, tool is used for the way of implementing OKRs such as software.
Determination of OKRs
There are some points to consider when determining objectives and key results.
Firstly, your objectives have to be ambitious. Then, they should be qualitative, easy to remember, appropriate to the company’s strategies, which can be accomplished and guided within a certain period of time. In addition, the objectives should be determined gradually, meaning that cascading objectives.
The key results are the steps that make the objective achievable. Contrary to the objectives, the key results should be qualitative. Thus, the success achieved at the end of the specified period can be measured. Moreover, key results must not consist of simple steps that do not make employees ambitious to work.
OKRs can be set for company, team and individual. There are some OKR examples in the following section.
Set for Company Level
The goals set for the company concern every employee and require synchronized work. These objectives are usually determined by the CEO who has full control over the company’s details and shortcomings.
Perfect operation of the fingerprint reader on new phones
- Choose 50 customer for trial
- Control software development and production monthly
Set for Team Level
The goals set on a team basis are usually set by the team leader and the head of the department. Before the goals are assigned, problems are discussed with all individuals in the team and everyone’s opinion is taken. Hence, all employees participate in the process.
Make bookkeeping process faster
- Hire more qualified 3 bookkeeper
- Analyze income and outcome weekly and make report monthly
- Use 50% faster tools to calculate easily and minimize the risk of making mistakes by 90%
- Set for Individual Level
Individual OKR is the smallest part of this setting goal process. Clearly, it represents the duties of the employees who are working in a company and a team. Thus, they are usually set by the department manager.
Improve your youtube channel
- Share video twice a week
- Increase the number of views by attracting attention with new content by 50%
- Increase youtube subscribers by 30%
As the end of the specified time determine for the OKR is reached, how close the company, team or people and whether KRs are completed or not are measured. If the specified objective has not been achieved, this may not be an indication of failure. Maybe the key results are inappropriate. As long as the objectives are not timed out, the OKRs are revised and reintroduced.
Mistakes to Avoid
- The key results should be definitely countable.
- Do not write KRs like objectives.
- The time limit should not be forgotten.
- Objectives must consist of basic needs and strategies.
- OKR from a different company may not be suitable for your company. You must develop OKRs for your own company based on its dynamics.