Ultimately, you’ll need to determine the cadence that will best work for your company. Whether you choose to use OKRs on a quarterly schedule or something shorter like a six-week timeframe, that will depend on your company’s existing rhythm. But after you’ve established a schedule, here are the steps you’ll need to take:
-First, determine the one major priority driving your company right now
-Then, establish 1-3 Key Results that will measure and quantify your ability to reach that Objective.
-Add 1-2 more of such priorities, but don’t overload yourself. Keep in mind that less is more, especially when you’re first starting out with OKRs.
– Once you’ve set a few OKRs at the company level, continue repeating the process so that the company-wide priorities cascade down. Remember that each individual contributor’s OKRs will not be a company-level Objective. But their OKRs should always be supporting, in one way or another, the top-level goals.
– Encourage managers to check in weekly with their employees. This is the critical link that connects execution to goals. When employees create weekly update reports and check in during one-on-one meetings, they’ll review weekly wins, identify any possible bottlenecks, and discuss overall progress towards goals.