How to Write OKRs for your Company

Many companies struggle with bridging the gap between strategies and implementation. For many years, companies have made use of different management strategies to achieve this. 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. Measurable key results can help track the achievement of these goals. With well-defined goals, everyone in a company is well aware of what is expected of them. What is needed to achieve these objectives will also be known. Several companies are benefiting today from the use of this methodology. 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. These objectives should each have three to five measurable key results. These key results can be set on either a scale of 0-100% or 0-1. 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. It is essential to establish what is of most importance to our company. Establishing this will help you come up with OKRs that are most suitable for your company. You get to decide on the number of objectives to have. 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. When writing OKRs, specificity is important. 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 staff member should know what is expected of them. This makes it essential to level your objectives. The role of top management to junior staff in achieving the objectives should be known. The contribution of every staff member in achieving the company’s objectives. The staff needs to know the company’s overall objectives also other than their roles. 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.

It is important to acknowledge and reward success. You should celebrate when you hit a milestone. You will encourage the staff by celebrating wins thereby encouraging the OKR process. You can click here on this site to learn more.

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