Most employers and managers have opted OKRs to strengthen and increase the business turnover. By using the OKR work method you are able to see a tremendous change in the way your organization, teams, and individuals work in meeting the desired goals. These changes are capable to reshape the company culture and it is strong enough to influence many.
Why OKR is so Powerful?
If we can check the key components of the OKR program, we can see the way it contributes to a tradition of focus, alignment, transparency, autonomy, and accountability.
OKR or Objectives and Key Results is a goal-setting framework that helps to define goals and track objectives to see the desired results. It also defines how the work of each and every individual in the company is related to the overall organizational goals.
The OKR can be divided into two components:
- A goal-setting framework: This means OKRs help organizations to identify two main things.
- Where they are going, which means, objectives. Objectives are what organizations, teams, and individuals want to achieve.
- How they will get at the desired goal: ie, key results. Key results describe how successful you are in accomplishing those goals
- An opportunity for discussion: A successful OKR process will have enough opportunity for regular review of goal progression.
In organizational OKR implementation, each and every individual should have their own OKRs. This will provide an opportunity to align their individual work with team goals. Individuals will automatically understand exactly what they are expected to contribute to attaining organizational goals.
OKRs and Tradition
- Focus– OKRs help to maintain disciplined work by clearly describing the objectives, which is where you want to go in your organizational goal. It is always best to limit yourself to 3 to 5 objectives in order to concentrate resources and efforts into the most important goals.
- Autonomy– Properly defined key results ensure that everyone participating in the OKR process knows exactly how and when they are expected to contribute. Doing this encourages taking responsibility for their part of the job and motivates each one to take the business forward without any held-up in between.
- Alignment– OKRs build with organizational goals. These goals are equally divided from top-level managers to bottom-level employees. OKR guides everyone participating in the process to take the business forward in the same direction to achieve the goal.
- Accountability– OKR process helps participants to take responsibility for their work part. There are regular opportunities for every individual participating in the OKR to report their work progress and also about the areas that need to be taken care of for betterment. Without proper evaluation there is a chance to fall apart the work shared with different people, also individuals may forget their OKRs.
- Transparency– Objectives and goals, part of job assigned to every individual or team, their work progress, and the flaws in any piece of work, everything is open and viewable in OKR.
Implementing OKR culture in an organization may take time, but definitely create a new culture where every individual in the organization work towards the same goal. OKR can bring visible positive results across your organization. CredCV OKR platform can help to build a strong company tradition to achieve desired organizational goals.
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