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. Tracking the achievement of these goals is easy as there are key results that are measurable. 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. Several companies are benefiting today from the use of this methodology. This methodology is popular mainly because it is very easy and doesn’t need a lot of resources for implementation. Three to five high-level objectives are consisted of in OKRs. Under these objectives, you will have three to five measurable key results. The key results can be set on a scale of 0-1 or 0-100%. The OKRs can be implemented 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.
Your OKRs should be simple. 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. You get to decide on the number of objectives to 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. When writing OKRs, specificity is important. You should have clear objectives and clearly-defined results. Nothing should be lost in translation. The ambiguity of your OKRs will be avoided by being clear and concise.
Every member of your staff should know what is expected of them. This is the reason why leveling your objectives is important. Top management to junior staff should know their role in achieving the OKRs. 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. Everyone needs to know what they are working towards. Your key results should be measurable. If the results are not quantifiable, it is important to come up with a way of measuring success.
It is important to acknowledge and reward success. When you can hit your milestone, you should celebrate. The OKR process will be encouraged by doing this. You can click here on this site to learn more.