The OKR methodology offers you the opportunity to move from the complex and abstract to the simple and compelling. In fact, through OKRs your objectives can be better received by the work team . We invite you to review its structure below:
okr-objective-key-results
Furthermore, this methodology can be summarized in “What” we want and “How” we are going to achieve it . Something very similar to what happens when you plan a personal project, you define different achievements and establish different short-term goals that will allow you to be closer to achieving it.
This “what we want” and “how we want it” will imply a timeline for its fulfillment . These may be quarterly objectives, half-yearly objectives or annual objectives.
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OKR implementation: a matter of focus and commitment
OKR implementation - a matter of focus and commitment
Discovering a new methodology and knowing that it can bring many benefits for the performance of your work team and the growth of the company, can raise the big question: how to implement this in current processes?
The first thing you need to do is be willing to go all in, as long as you are sure that it is the best solution (although between us, we will never recommend something that will affect your results). Once you achieve this, keep these two points in mind:
1.Focus
Keep your feet on the ground, yes! just as you read it.
OKR's require you to generate ambitious short, medium and long term goals , therefore, all key activities must be eloquent to the big objective , but this does not mean that you should establish something unattainable that could end up demotivating your team.
Let's look at some examples.
Let's say you are a sales leader and you are planning your goal for the third quarter of the year and you propose to:
Aim
· Increase B2B sales.
Key Results
· Increase the number of leads by 30%.
· Close 10 sales agreements with new clients.
· Get 100,000 USD in sales.
But let's make a change.
What if you are the Chief of Staff of the company? Can you implement these OKRs in your department?
Of course!
Let's look at another example, which is the reality of companies that are continually innovating:
Aim
· Increase the productivity of our area leaders.
Key Results
· Hold a monthly 1:1 meeting with each area leader.
· Obtain a budget of 1000 USD to support the continuing education of area leaders.
· Maintain a quarterly evaluation of each work team.
Now, if you are part of an e-commerce company, what would be an example of OKrs?
Let's think about the opportunity to improve the experience, since it is one of the main areas of the company, especially when all sales forces are focused on this channel. The approach could be:
Aim
· Improve the experience of each user who visits us.
Key Results
· Respond to our leads' requests in less than 24 hours.
· Achieve a UX redesign of the website.
· Have periodic surveys to evaluate the results.
As you can see from these examples, the objective is a qualitative goal, which is expected to be measured quantitatively through the analysis of key results.