OKRs

What are OKRs?

OKRs stands for objectives and key results. The framework is used by organisations to clarify goals and motivate their team members in the right direction.

Why might OKRs be useful?

OKRs provide the structure to enable businesses to deliver on three absolute essentials for their team members: communication, inclusivity and motivating performance.

Let's start with communication. Have you ever worked somewhere where everyone seems to be giving 110% and yet no one feels they're doing well?

Or perhaps you've worked in a culture where people feel the need to call out other departments for not pulling their weight?

Introducing a framework like OKRs gives the tool for everyone to understand what each section of the business is driving towards, provides a shared language and timeframe and generally gives all associates the comfort that all team members are plugging towards a clearly defined vision.

Secondly, inclusivity. Globalisation isn't slowing down and OKRs provide a sense of togetherness for team members, regardless of where they're working or what they're working on.

Finally motivating performance. This is another huge topic. Simply setting clear goals and monitoring results highly motivates teams, after all, attention, autonomy and recognition are key to feeling engaged. The structure also enables organisations to reward effectively because it gives evidence for who is meeting and exceeding their goals.

Reward schemes such as a bonus policy can then be attached to the OKR framework for additional motivation.

How would you roll OKRs out?

There are a few different ways to launch this framework and due consideration must be given to

1) current knowledge of OKRs

2) geographical spread of the organisation

3) buy-in from leaders

4) resource such as within the People team, consultants or systems

All things considered, my approach would be to firstly work towards gaining full buy-in from the top. These leaders need to be fully onboard for OKRs to embed into the rythm of the company. So make sure you're clear on the 'why' and agree the importance with leaders.

The first goal needs to be set by the leadership team as everything else feeds from there. Holding a relaxed and creative session with the key leaders can be really effective at articulating the most effective and accurate goals.

Then it's time to educate the business through short training sessions where people get the time and space to have a practice at writing OKRs. You may wish to create a short document, create a video, hire in a consultant or simply go through a deck- whatever works for your company. You can do this in stages. For example you may work with Heads of Departments and then employees, or do it all in one.

After educating its time for the cascade of OKR setting. Each person must have an OKR that feeds into their teams goal. Ideally the objectives would be business relevant and of great interest to the individual. The key is for the objectives and key results to be agreed as opposed to dictated.

How do you keep OKRs alive?

It's important for the leaders of the business to be driving OKRs forward. Progress updates towards OKRs should be provided on a regular basis, within 121 check-ins and via company updates. It's important for there to be plenty of opportunity to review and update OKRs when the goals are needed to adapt to meet changing business demands.

Attaching a bonus programme to OKRs can be really effective at getting people to stand up to attention.

Training on OKRs for both new starters and as a refresher for employees must also be integrated into the essential training of the organisation.

Finally, using tech to enable people to readily see objectives and provide real time updates can help to keep it alive whilst also providing a handy record.

Final thoughts

Whether it's OKRs or another goal setting and review process, being clear on what is expected of employees is absolutely essential for them to feel secure in their roles. These days, feeling secure is the key driver for open and progressive work that ultimately keeps your business competitive and your team members fulfilled.

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