The Ultimate Guide to

How to Write OKRs for your Company

Many companies struggle with bridging the gap between strategies and implementation. Many management strategies have been in use for many years that aim at bridging this gap. The recent years have seen the objectives and key results methodology increase in popularity. OKR helps define the goals of an organization. It is easy to track the achievement of these goals when you have measurable key results. Well-defined goals make every member of the company aware of what is expected of them. They also know what they need to do to achieve the objectives of the company. Many companies today are now benefiting from the use of the OKR methodology. It is popular mostly because it is easy to implement in a company and doesn’t use a lot of resources to implement. Three to five high-level objectives are consisted of in OKRs. Under these objectives, you will have three to five measurable key results. You can set these key results on a scale of 0-100% or 0-1.0. You can implement your OKRs 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.

You should keep your OKRs simple. What is of most importance to your company should be established. The OKRs that are most suitable for your company will be known by establishing this. There are no restrictions to the number objectives you can have. However, it is important to keep in mind the time you have and the complexity of the objectives. Your OKRs should be achievable but they should not be too easy to achieve. Specificity is important when writing OKRs. You should have clear objectives and clearly-defined results. Nothing should be lost in translation. The ambiguity of your OKRs will be avoided by being clear and concise.

Everyone in the company needs to know what is expected of the. This makes it essential to level your objectives. The role of top management to junior staff in achieving the objectives should be known. 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. They should be aware of what they are working towards for motivation. The key results should be measurable. If the results are not quantifiable, it is important to come up with a way of measuring success.

Acknowledging and rewarding success is important. You should celebrate when you hit a milestone. Doing this will encourage the OKR process. You can click here on this site to learn more.