Program Objectives and Key Results
Program Objectives and key results – How to implement OKRs? This article explores the process of implementing an OKR program.
Program Objectives and Key Results Program – How to Implement OKRs?
Learning and adopting new processes, tools, habits, and terminology is a challenge. Therefore, don’t let these challenges prevent you from adopting an OKR program.
Thus, this article explores the process of implementing an OKR program.
To implement an OKR program, it is important to follow these steps:
- Prepare
- Define OKRs
- Track and Measure OKRs
1 – Prepare the program
If you are reading this article, you may be considering implementing an OKR program in your company or team. It’s great that you’ve made it here. Whatever the reason that brought you to us, the important thing is to deepen your knowledge about OKRs so you can begin executing your OKR program.
OKR Courses
2 – Define OKRs
Have you decided to adopt OKRs? Excellent! The next step is to define the organization’s OKRs and align the team and individuals. The individual objectives should be aligned with the team’s objectives. Moreover, the team’s objectives should be aligned with the organization’s objectives. This ensures vertical alignment within the organization, as all employees and teams have individual objectives that contribute to achieving common goals.
First, the company should start by defining high-level strategic OKRs at the beginning of each year. Management should define the strategic OKRs in collaboration with the teams. Furthermore, the executive team must ensure that employee feedback is considered in these overarching OKRs. Next, the teams develop their OKRs in collaboration with employees and executive management. Additionally, each team should map its objectives to the company’s goals and ensure alignment with other teams and initiatives. Finally, each individual can set individual goals aligned with the team’s objectives.
Similarly, only 3 to 5 key results should be defined per objective. Additionally, make sure these results are realistic. This way, you can maintain a rhythm of success while pursuing objectives. Finally, you can motivate employees by setting achievable goals.
Lastly, the context will influence your program. Different organizations have different styles, cultures, processes, and values. Therefore, it’s not possible to get the right formula on the first try. What’s most important is to start and continuously inspect and adapt the OKRs throughout the program.
3 – Track and Measure OKRs
Many companies adopt OKRs and then let them become a habit. Therefore, organizations should define OKRs for a specific period (e.g., a quarter). At the end of that period, they should be measured. On one hand, if they are achieved, new OKRs should be defined. On the other hand, if they are not achieved, the OKRs can be carried over to the next period. Finally, if they are not effective, the OKRs should be adjusted.
Lastly, teams track their results through very regular check-ins (e.g., every week). The company can also track the results less frequently (e.g., monthly). Finally, at the end of the cycle (e.g., the quarter), a final check is made. Additionally, a retrospective can be held to inspect and adapt the process. As a result, as part of the retrospective, each employee identifies what can be improved, what should be maintained, and what actions need to be taken for improvement.
About OKR
OKR
OKR stands for Objectives and Key Results.
OKR Framework
Why are OKRs important for companies? This article explores the benefits of using OKRs.
OKR Course
What are the advantages of OKR training, what should an OKR course include, and who should take an OKR training?
OKR Examples
How to write OKRs – There is no one-size-fits-all formula for writing good OKRs. However, there are some best practices for creating effective OKRs.
OKR versus KPI
What Are the Differences? This article explores the distinction between OKRs and KPIs.
