Several companies struggle when it comes to bridging the gap between strategies and implementation. Many management strategies have been in use for many years that aim at bridging this gap. 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. Tracking the achievement of these goals is easy as there are key results that are measurable. Well-defined goals make every member of the company aware of what is expected of them. The measures and steps to be taken to achieve these objectives also become clear. The use of this methodology is offering benefits to many companies today. It is popular mostly because it is easy to implement in a company and doesn’t use a lot of resources to implement. OKRs consist of three to five high-level objectives. These objectives should each have three to five measurable key results. These key results can be set on either a scale of 0-100% or 0-1. The OKRs can be implemented 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. The OKRs that are most suitable for your company will be known by establishing this. There are no restrictions to the number objectives you can have. It is, however, still important to keep in mind the complexity of these objectives and your desired timeframe. As much as your OKRs should not be too easy to achieve, they should still be achievable. Specificity is important when writing OKRs. The objectives should be very clear and the key results should be well-defined. Nothing should be lost in translation. Aim for clarity when coming up with your OKRs to avoid ambiguity.
Every member of your staff should know what is expected of them. This is the reason why leveling your objectives is important. The role of top management to junior staff in achieving the objectives should be known. 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. They should be aware of what they are working towards for motivation. You should have measurable key results. If it is difficult to quantify results, come up with a way of measuring results.