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How to Write OKRs for your Company

Bridging the gap between strategies and implementation is something that many companies struggle with. Different management strategies aimed at bridging this gap have been in use for many years. Over the years, there has been one management strategy that has been increasing in popularity that is objectives and key results methodology. The goals of a company can be defined using OKRs. It is easy to track the achievement of these goals when you have measurable key results. What is expected of a staff member is well-known with clearly-defined objectives. The measures and steps to be taken to achieve these objectives also become clear. Several companies are benefiting today from the use of this 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. OKRs mostly have 3 to 5 high-level objectives. These objectives should each have three to five measurable key results. You can set these key results on a scale of 0-100% or 0-1.0. The OKRs can be implemented in your annual or quarterly plans. Writing OKRs is not very hard. You can read more about tips for writing OKRs here!

Simplicity is essential with OKRs. The most important goals of your company should be established. By establishing this you will be able to come up with OKRs that are 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. The last thing you want is losing information in translation. Aim for clarity when coming up with your OKRs to avoid ambiguity.

Every staff member should know what is expected of them. This is why it is 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. They should be aware of what they are working towards for motivation. Your key results should be measurable. You should come up with a way of measuring results if the results are difficult to quantify.

It is important to acknowledge and reward success. Hitting a milestone should be celebrated. Doing this will encourage the OKR process. To read more now, click the link to this website.