How to Write 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. The goals of a company can be defined using OKRs. Measurable key results can help track the achievement of these goals. With well-defined goals, everyone in a company is well aware of what is expected of them. What is needed to achieve these objectives will also be known. Many companies today are now benefiting from the use of the OKR methodology. It is popular mostly because it is easy to implement in a company and doesn’t use a lot of resources to implement. OKRs mostly have 3 to 5 high-level objectives. These objectives should each have three to five measurable key results. These key results can be set on either a scale of 0-100% or 0-1. You can implement your OKRs in your annual or quarterly plans. Writing OKRs is not as hard as it is perceived. This article will help you discover more about writing OKRs.
Simplicity is essential with OKRs. The most important goals of your company should be established. The OKRs that are most suitable for your company will be known by establishing this. 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. As much as your OKRs should not be too easy to achieve, they should still be achievable. When writing OKRs, specificity is important. The objectives should be very clear and the key results should be well-defined. You don’t want anything lost 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. The role of top management to junior staff in achieving the objectives should be known. The contribution of every staff member 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. When you can hit your milestone, you should celebrate. The OKR process will be encouraged by doing this. For more info. on this visit this website.