Masters of the OKRs.
If you're anything like me, you've probably spent countless hours poring over spreadsheets, trying to get your head around implementing the business’ strategy.
OKRs, (standing for Objectives and Key Results) are your best friend. They were the brainchild of Andy Grove, the former CEO of Intel who was on a mission to find a method that could align his team and keep everyone focused on achieving their objectives.
Goal-setting frameworks like OKRs are not just some trendy buzzwords to throw around at the next board meeting, they’re practical tools to align your organisation and drive results.
Here are some best practices for setting them:
OKRs, when done right, are like a compass pointing towards your company's North Star. They're not just random targets but should be intricately linked to your strategic vision. If your vision is the destination, OKRs are the milestones marking your journey. So, always remember the golden rule - alignment is key!
KISS. I don't mean to offend you with the acronym, but let's face it, we all can do with a bit of simplicity in our lives. When it comes to setting OKRs, this principle becomes all the more relevant. Stay away from complex jargon and long-winded objectives. Your OKRs should be clear, concise, and easy to understand, not something that requires a decoder ring to comprehend.
What can be measured, can be managed. Your Key Results should be quantifiable, time-bound, and trackable. They are not just wishful thinking but concrete milestones to be achieved. So, next time you're tempted to write a KR like "Improve team morale", stop right there! Instead, try something like "Increase team satisfaction score to 8 out of 10 in the next employee survey".
Don’t break your business. That sounds logical, right? But leaders get so caught up in the milestones that they forget about the humans behind them. While OKRs are supposed to push you out of your comfort zone, they should not push you off the cliff. Too much stretch can lead to burnout and demotivation. So, while setting OKRs, balance aspiration with achievability.
Setting OKRs and then forgetting about them is as good as not setting them at all. Regular check-ins ensure that you stay on track and make necessary course corrections. How often should you check-in? I'd say weekly, but you know your team best. Just don't turn it into another mundane meeting, keep the spirit of OKRs alive!
There you have it, the best practices to set OKRs that can supercharge your journey towards your strategic vision. Remember, it's not about perfection but progress. So, go on, give it a whirl and let OKRs guide you to greatness!
