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How to Write OKRs for your Company

Many companies struggle with bridging the gap between strategies and implementation. Different management strategies aimed at bridging this gap have been in use for many years. Over the years, there has been one management strategy that has been increasing in popularity that is objectives and key results methodology. 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. The measures and steps to be taken to achieve these objectives also become clear. Many companies today are now benefiting from the use of the OKR 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. Three to five measurable key results should be consisted of in each of the objectives. The key results can be set on a scale of 0-1 or 0-100%. You can implement your OKRs 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.

You should keep your OKRs simple. The most important goals of your company should be established. By establishing this you will be able to come up with OKRs that are 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. You should have OKRs that are not too easy to achieve but still achievable. You should be specific when writing OKRs. The objectives should be very clear and the key results should be well-defined. You don’t want anything lost in translation. Being very clear and concise will avoid ambiguity of your objectives.

Everyone in the company needs to know what is expected of the. This is the reason why leveling your objectives is important. Top management to junior staff should know their role in achieving their objectives. Everyone should know what their contribution should be in achieving the company’s objectives. The staff needs to know the company’s overall objectives also other than their roles. Everybody should know what they are working towards. You should have measurable key results. If it is difficult to quantify results, come up with a way of measuring results.

It is important to acknowledge and reward success. Hitting a milestone should be celebrated. Doing this will encourage the OKR process. You can click here on this site to learn more.

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