OKRs are a tool to focus the company and teams on executing the right priorities.
Like any process - it should evolve with the company.
The OKR process provides some key tools and principles that you can draw from to meet your organisational needs.
“Having a good mission is not enough. You need a concrete objective, and you need to know how you’re going to get there.”
<aside> 💡 It is important you know WHY you are using OKRs within your organisation as you will need to convey this to your team/stakeholders to enhance their adoption and commitment to the process.
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OKRs give you an organisational methodology to periodically plan, prioritise, and review what is working/not working to ultimately take significant strides forward.
We are forced to think strategically about the period ahead each quarter.
<aside> 💡 If managed consistently and effectively OKRs will take time and effort, will this drive significant value for your team?
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Strategic focus: Planning and sharing strategic company level objectives empowers our team to focus their work, empowering ownership and accountability (also contributing to engagement, retention and high performance)
Alignment: We start to see that all activities of the company, everyone (team and individuals) point in the same direction
Communication and Collaboration: We can understand and identify what is important to other teams. We don’t overlap.
Culture:
“What we choose to measure is a window into our values, and into what we value” Dov Seidman
<aside> 💡 This is a pick and mix list - if you have 20 people you do NOT need to follow 100% of these - but add more as you get better at doing them.
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