Lately, there have been significant changes made to the business world. Daily teams must measure that their activities align with company objectives while establishing an engaging, creative, and inspiring workplace culture. In order to give a chance to accomplish the goals they have set, every employee, from trainees, staff, and managers to the leaders, can secure the plans by using Objectives and Key Results (OKRs). This program helps participants learn that the company’s primary priority is essential in getting employees involved in realizing the plans together. The idea behind the objective should be action-oriented to help participants know “what” they want to achieve, while Key Results should be time-bound and measurable. The key results are to evaluate “how” well the objectives have been completed. By following this program, participants can link individual and company missions to constantly monitor personal and organizational improvements, coordinate priorities and timescales among teammates, improve focus on crucial tasks, and bring transparency to the organization.
Objectives and Key Results (OKR)
Program Objectives
Program Modules
- Definition of OKRs (Objectives and Key Results).
- The reason why a company needs to apply OKRs.
- Objective key elements (Ambitious, Qualitative, Time-bound, and Actionable by the team) and Key Results primarily (Measurable, Quantifiable, Creating the objective become reachable, Difficult but not impossible, Head to objective marking)
- OKRs Examples (It can be from Google or others. This one is taken from Google)
Objective: Build a planning model for their company, as measured by three key results
KR 1: I would finish my presentation on time.
KR 2: We’d create a sample set of quarterly Google OKRs.
KR 3: I’d gain management agreement for a three-month OKR trial.
- Decide what matters and what does not matter in the company goals and then set up the OKRs containing 3-5 objectives and each objective consists of a maximum of 5 key results.
- OKRs need to be transparent and open to share among all stakeholders to be aligned from the employee to the head of the company.
- OKRS are data-driven and need continuous tracking and reassessment.
- Comprehend how stretching can lead the business to success from the goals that are amazing and inspirational.
- Continuous improvements and the importance of culture are significant to keep together with the superpowers in order to evaluate feedback and suggestion to achieve the goals.
- Assessment to try to set their own goals and get feedback from the trainer.
- OKRs scoring system (it can be yes/no approach).
- OKR conclusion and summary judgement.