Tips for Writing OKRs for your Company
Several companies struggle when it comes to bridging the gap between strategies and implementation. Many management strategies have been in use for many years that aim at bridging this gap. Over the years, there has been one management strategy that has been increasing in popularity that is objectives and key results methodology. 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. 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. Three to five measurable key results should be consisted of in each of the objectives. You can set these key results on a scale of 0-100% or 0-1.0. The OKRs can be implemented in your annual or quarterly plans. Writing OKRs is not as hard as it is perceived. To learn more about writing OKRs, here are a few tips.
Simplicity is essential with OKRs. It is essential to establish what is of most importance to our company. Establishing this will help you come up with OKRs that are most suitable for your company. There are no restrictions to the number objectives you can have. It is, however, still important to keep in mind the complexity of these objectives and your desired timeframe. You should have OKRs that are not too easy to achieve but still achievable. You should be specific when writing OKRs. It is important to have well-defined key results and clear objectives. You don’t want anything lost in translation. Aim for clarity when coming up with your OKRs to avoid ambiguity.
Every staff member should know what is expected of them. This makes it 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. Everybody should know what they are working towards. Your key results should be measurable. You should come up with a way of measuring results if the results are difficult to quantify.
Acknowledging and rewarding success is important. Hitting a milestone should be celebrated. Doing this will encourage the OKR process. You can click here on this site to learn more.