How to Write OKRs for your Company
Several companies struggle when it comes to bridging the gap between strategies and implementation. Different management strategies aimed at bridging this gap have been in use for many years. The recent years have seen the objectives and key results methodology increase in popularity. The goals of a company can be defined using OKRs. Measurable key results can help track the achievement of these goals. 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. Many companies today are now benefiting from the use of the OKR methodology. The popularity of this methodology lies mainly behind the fact that it doesn’t it is easy to implement and doesn’t require a lot of resources. Three to five high-level objectives are consisted of in OKRs. These objectives should each have three to five measurable key results. The key results can be set on a scale of 0-1 or 0-100%. You can implement your OKRs in your annual or quarterly plans. Writing OKRs is not very hard. You can read more about tips for writing OKRs here!
You should keep your OKRs simple. What is of most importance to your company should be established. Establishing this will help you come up with OKRs that are most suitable for your company. 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. Your OKRs should be achievable but they should not be too easy to achieve. You should be specific when writing OKRs. You should have clear objectives and clearly-defined results. You don’t want anything lost in translation. Being very clear and concise will avoid ambiguity of your objectives.
Every member of your staff should know what is expected of them. This makes it 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 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. The key results should be measurable. If it is difficult to quantify results, come up with a way of measuring results.