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How to Write OKRs for your Company

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. OKR helps define the goals of an organization. Tracking the achievement of these goals is easy as there are key results that are measurable. With well-defined goals, everyone in a company is well aware of what is expected of them. They also know what they need to do to achieve the objectives of the company. 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 mostly have 3 to 5 high-level objectives. Under these objectives, you will have three to five measurable key results. The key results can be set on a scale of 0-1 or 0-100%. The OKRs can be implemented in your annual or quarterly plans. It is not hard to write your company’s OKRs. To learn more about writing OKRs, here are a few tips.

Simplicity is essential with OKRs. The most important goals of your company should be established. By establishing this you will be able to come up with OKRs that are suitable for your company. The number of objectives to have will be decided by you. 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. You should have clear objectives and clearly-defined results. Nothing should be lost in translation. Aim for clarity when coming up with your OKRs to avoid ambiguity.

Every staff member should know what is expected of them. This is why it is essential to level your objectives. Top management to junior staff should know their role in achieving their objectives. Everyone should know what their contribution should be in achieving the company’s objectives. The employees should not only be aware of their role but they should also know the overall company’s objectives. Everyone needs to know what they are working towards. The key results should be measurable. If it is difficult to quantify results, come up with a way of measuring results.

Success should be acknowledged and rewarded. You should celebrate when you hit a milestone. You will encourage the staff by celebrating wins thereby encouraging the OKR process. For more info. on this visit this website.