Thus, it can be said that OKR has two components: the Objective and the Key Results. Objectives are descriptions of what the business wants to achieve. They must be presented in an engaging, direct and inspiring way. They need to challenge and motivate the entire team.
Key Results can be considered as sets of metrics that allow progress towards the objective to be measured. It is advisable to have up to 5 results for each objective — anything more than that will not be relevant to the company. It is worth remembering that they must be measurable and quantitative. If it is not a number, it is not a Key veterinary email list Result. You may want to increase revenue by reducing lead costs by 30%, for example.
How is the tool useful?
The tool is useful because it has some features. Check it out!
Agile goals
Instead of relying on static, annual planning, OKR uses agile goals. This means that goal cycles are shorter and companies have the ability to adapt to internal and external changes. Most institutions use quarterly cycles.
Simplicity
Another useful feature of the tool is its simple approach. Since they are easy to understand, the processes are lightweight. This way, companies reduce the time spent setting goals, and can use the time to achieve their objectives rather than defining them. In digital marketing, for example, you can determine how much time you need to invest to see a return on the strategies implemented .
Transparency
Since OKRs aim to align the organization's goals, they should be made public to all professionals. This way, everyone will have access to the other teams' OKRs. It is common for the CEO's OKRs to be available on the Internet.
Cadence alignment
With OKR, strategy and tactics are managed differently, since tactics change more quickly. Thus, different cadences are defined:
one with long-term, high-level OKRs for the institution (often annual);
a short-term one, stipulated for the teams (normally quarterly);
an operational one, carried out so that initiatives and results can be monitored (sometimes weekly).
How to define OKRs?
To achieve your goals:
make resolutions that are short, simple and easy to remember (if you need to take breaks to breathe while reading, your goal should probably be modified);
Goals can be fun and informal, which means you don’t have to make this process a chore — you can fit them into your institution’s culture.
To define Key Results, separate the metrics from the tasks and don't overdo it. Using between 2 and 5 is usually enough.
How to implement?
To implement this process in your company, try following these tips!
Create few OKRs
In addition to the company starting with OKRs, they must show what the business priorities are for the quarter. If too many are created, teams may lose focus and fail to achieve any of them. In other words, the team needs to focus on the previous OKR, otherwise they will forget about them.