Tips for Writing OKRs for your Company
Several companies struggle when it comes to bridging the gap between strategies and implementation. Different management strategies aimed at bridging this gap have been in use for many years. 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. They also know what they need to do to achieve the objectives of the company. The use of this methodology is offering benefits to many companies today. It is popular mostly because it is easy to implement in a company and doesn’t use a lot of resources to implement. OKRs consist of three to five high-level objectives. Under these objectives, you will have three to five measurable key results. 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 very hard. To learn more about writing OKRs, here are a few tips.
You should keep your OKRs simple. The most important goals of your company should be established. Establishing this will help you come up with OKRs that are most suitable for your company. The number of objectives to have will be decided by you. You should bear in mind the complexity of the objectives and your desired timeframe when coming up with a number. As much as your OKRs should not be too easy to achieve, they should still be achievable. You should be specific when writing OKRs. You should have clear objectives and clearly-defined results. You don’t want anything lost in translation. Aim for clarity when coming up with your OKRs to avoid ambiguity.
Every member of your staff should know what is expected of them. This is why it is essential to level your objectives. Top management to junior staff should know their role in achieving their objectives. It is essential for everyone to know what their contribution to achieving the company’s objectives is. The staff needs to know the company’s overall objectives also other than their roles. Everyone needs to 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.
It is important to acknowledge and reward success. When you can hit your milestone, you should celebrate. You will encourage the staff by celebrating wins thereby encouraging the OKR process. For more info. on this visit this website.
More reading: go to this website