The corporate world is full of new acronyms and methodologies that we never seem to be able to keep up with, right? Do you know what OKRs are? This management methodology became well known for being used by one of the largest companies in the world, Google, and brought several positive results for the company and for all those who implemented this methodology later.
Managing a company is a fundamental factor in its success, it is not enough to have a good idea and good employees, without capable and qualified managers, it is impossible to achieve the desired results.
Furthermore, many companies end up closing their doors due to poor management who were unable to operate efficiently within the company.
That’s where the OKR methodology comes in it offers great tools and strategies so that your company can manage all employees and all sectors in a practical and efficient way.
Therefore, in this article, we will talk about what the OKR method is, its advantages and how to implement OKRs in your company.
What is OKR?
First, let’s understand what OKR is. This acronym comes from the English Objectives and Key Results, or in Portuguese, objectives and key results. It’s a simple system for creating alignment and engagement around measurable and dynamic goals.
The term OKR was created by Andrew Grove, president of Intel in the 1970s, as a management strategy that took account of technological advances and market innovations at the time.
Basically, in OKRs we have two main components: objectives and key results.
Objectives (O)
The objective determines the desired direction of the company. In other words, a good goal has to be vividly described so that people can imagine how impactful achieving it will be.
Key Results (KR)
On the other hand, key results are goals that have a direct impact on achieving the objective if it is achieved successfully.
While objectives must be concise, clear and aspirational to always be in employees’ minds, key results are used to indicate whether the objective has been achieved by the end of a certain period.
What are the benefits of OKR?
Firstly, it is necessary to understand that OKRs must be part of the company’s identity, in the form of a culture of communication and sharing of interrelated objectives, which can be achieved individually or collectively.
This means taking the company’s macro objectives to employees, managing goals through clear actions and results. The initiative will enable each professional to understand their scope of work and, thus, direct their efforts without wasting energy on what doesn’t matter.
How to implement OKRs in your company?
Now, let’s understand how you can implement OKRs in your company by following some easy and practical tips, check them out.
1- Organize your company
The first thing you need to do is organize your company and present the entire concept of OKRs to your employees and the entire company, explaining how the definitions of objectives and results metrics affect the team’s performance as a whole. Allow your employees to familiarize themselves with the basic definitions of this new methodology.
2- Identify the objectives
Define what goals your company would like to achieve. To do this, you can count on the help of your employees through brainstorms and suggestions from all employees.
3- Identify the results
Now is the time to list the measurable key results that will indicate whether you and your team are achieving your goals. Remember that you are not dealing with tasks, but with results.
4- Review and analysis
Review your objective listing and corresponding key results. It’s worth asking yourself if you’re being ambitious enough, or if you’re still in your comfort zone. Try to raise the target levels to the point where you feel truly challenged.
5- Score
The score, or scoring, is the instrument used to measure key results. A low score may indicate that your team is far from achieving its objectives. On the other hand, a very high score may demonstrate that the objectives set may be unambitious.
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