In essence, OKR is about focusing on what is a priority.
The first step is to define a small number of objectives which summarise the business priorities. These objectives have an inspirational function because they convey a clear message to all employees about the “battles to be won” during the year.
To complement each of these objectives, a maximum of three key metrics or outcomes should be set to measure progress. In contrast to objectives, in the case of key results it is necessary that the selected indicator objectively and unambiguously expresses the needs to be met and the organisation’s current state at any moment .
Usually, to achieve this numerical clarity in the target, the key results are simply expressed as the change from an initial “X” value to a future “Y” value for each of the factors.
Objectives are WHAT and key results are HOW. The whole is in tune with the organisation's purpose.
OKR step by step
Needless to say, these metrics do not in any case measure either the number of tasks executed or the improvement activity progress. This is not a list of tasks. They are global success metrics which focus on what really matters.
In essence, these are those parameters which allow us to quantify the extent to which we are making progress towards the objective.
The definition of the actions and initiatives needed to achieve a substantial impact that changes the results of the indicator is an exercise carried out at a later stage than the definition of objectives and key results.
“OKRs” are the work focus from the outset because they show what is necessary to win. By contrast, the actions needed to make an impact will be defined and implemented on an ongoing basis, following a routine of execution and experimentation.
Monitoring the level of task performance independently, without a direct link to the monitoring of objectives is not accidental. It could even be argued that much of the success depends on this dual treatment, with a system for monitoring results and objectives that is independent of that used for task planning and execution.
Design your OKR!
Our canvas will help you to design your O-KR and to define what is important for your organisation and your teams. You can now define your priorities using the same methodologies as our experts.
The model’s simplicity is undoubtedly one of the keys to its popularity. At a time of high complexity, organisations need working models and systems which help to clarify the steps we need to take to achieve our goals.
We are at your disposal to help you to activate the levers necessary to work under the umbrella of the OKR.
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