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Tips for Writing OKRs for your Company

Many companies struggle with bridging the gap between strategies and implementation. For many years, companies have made use of different management strategies to achieve this. The recent years have seen the objectives and key results methodology increase in popularity. OKR helps define the goals of an organization. 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. These objectives should each have three to five measurable key results. You can set these key results on a scale of 0-100% or 0-1.0. You can implement your OKRs in your annual or quarterly plans. Writing OKRs is not very hard. This article will help you discover more about writing OKRs.

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. It is important to have well-defined key results and clear objectives. The last thing you want is losing information in translation. The ambiguity of your OKRs will be avoided by being clear and concise.

Every staff member 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 the OKRs. Everyone should know what their contribution should be in achieving the company's objectives. The employees should not only be aware of their role but they should also know the overall company's objectives. They should be aware of what they are working towards for motivation. Your key results should be measurable. If it is difficult to quantify results, come up with a way of measuring results.

Acknowledging and rewarding success is important. When you can hit your milestone, you should celebrate. Doing this will encourage the OKR process. You can click here on this site to learn more.