How to Write OKRs for your Company
Bridging the gap between strategies and implementation is something that many companies struggle with. Different management strategies aimed at bridging this gap have been in use for many years. One management strategy that has been increasing in popularity over the years is the objectives and key results methodology, in short, OKRs. OKRs can help define a company’s goals. 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. What is needed to achieve these objectives will also be known. Many companies today are now benefiting from the use of the OKR methodology. The popularity of this methodology lies mainly behind the fact that it doesn’t it is easy to implement and doesn’t require a lot of resources. Three to five high-level objectives are consisted of in OKRs. Three to five measurable key results should be consisted of in each of the objectives. 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. It is not hard to write your company’s OKRs. To learn more about writing OKRs, here are a few tips.
Your OKRs should be simple. What is of most importance to 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. 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. 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 member of your staff should know what is expected of them. This is why it is essential to level your objectives. The role of top management to junior staff in achieving the objectives should be known. Everyone should know what their contribution should be in achieving the company’s objectives. Not only should the employees be aware of their roles but the company’s overall objective also. Everyone needs to know what they are working towards. You should have measurable key results. If the results are not quantifiable, it is important to come up with a way of measuring success.
Success should be acknowledged and rewarded. You should celebrate when you hit a milestone. The OKR process will be encouraged by doing this. You can click here on this site to learn more.