Learning The “Secrets” of

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. 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. It is easy to track the achievement of these goals when you have measurable key results. With well-defined goals, everyone in a company is well aware of what is expected of them. They also know what they need to do to achieve the objectives of the company. Several companies are benefiting today from the use of this 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. 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. The OKRs can be implemented in your annual or quarterly plans. Writing OKRs is not as hard as it is perceived. To learn more about writing OKRs, here are a few tips.

Simplicity is essential with OKRs. It is essential to establish what is of most importance to our company. 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. It is, however, still important to keep in mind the complexity of these objectives and your desired timeframe. Your OKRs should be achievable but they should not be too easy to achieve. Specificity is important when writing OKRs. It is important to have well-defined key results and clear objectives. You don’t want anything lost in translation. Being very clear and concise will avoid ambiguity of your objectives.

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 their objectives. 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. You should have measurable key results. You should come up with a way of measuring results if the results are difficult to quantify.

Success should be acknowledged and rewarded. You should celebrate when you hit a milestone. You will encourage the staff by celebrating wins thereby encouraging the OKR process. To read more now, click the link to this website.