Steps to successfully set up goals with OKR

OKR is a goal setting method used by many successful companies around the world and especially in Silicon Valley. The famous one being Google.

If you missed the last post we talked about how to boost your startup growth with OKR.

To make OKR work for your company as it did for Google, you must do it right. There is no unique way to implement OKR. In this post, you will learn the main steps to setup OKR and how to deal with each of them.

Communicate about OKR

The first thing to do when implementing OKR is to make sure everybody knows what OKR is and is willing to use it. For that, you can conduct workshops or meetings to explain it to the entire company. This step is crucial if you want all team members be engaged in the process.

Choose a tool

You need to pick a tool to manage your OKR. It can be a simple spreadsheet or a dedicated software like Happierco. A dedicated software allows everyone to easily view, follow and manage their OKR. It also helps have a history of your previous OKR and get more actionable data for further improvement. More importantly, a dedicated software makes communication simple.

Organize OKR

OKR are set during a defined time frame. Usually, it is quarterly. But you can try other time frames and find what is perfect for your company.

When writing your OKR, keep these two questions in mind :

1. What I have to accomplish ? The answer provides the objective.
2. How am I going to get this done ? The answers are the key results.

Your objective must be ambitious and definite. The key results are what clearly makes the objective achievable. They have to be measurable and lead to the objective grading.

It is important to know that all parties involved must agree with the objectives. They should not be dictated or mandated. In order to get a high commitment, more than 60% of objectives should be from bottom up. For each period, OKR have to be set for each level in the organization: company, team and individual.

Each level has to define less than 5 objectives with a maximum of 4 key results for each objectives. Keep the number of objectives and key results low help you work on most important things and not get distracted.

Set company OKR

The company objectives are the first you need to write down. They are usually written by the CEO or the leadership because they know what is most important for the company. After this is done, all other levels can write their objectives in alignment with the company objectives and find how they can contribute to it. Company OKR is a big picture, the top level focus for the entire company.

Set team OKR

The team objectives are written in two steps. For the first step, the CEO, or the leadership conducts a meeting with managers of each team to write a draft of the team objectives.

Next, the manager conducts a private meeting with his team members to discuss and review all the objectives. By this way, everyone in the team is involved in the process and know exactly what their team have to do. Team OKR must define team priorities, not just a collection of individual OKR.

Set individual OKR

Personal OKR define what a team member is working on. By the end of the OKR period, he/she can show what progress was made. To define individual objectives, the person involved discusses with his/her manager to really know what is expected. It’s a negotiation with the manager and both have to agree with the defined list of objectives.

Edit and improve all OKR

The last part of the OKR setup for the period is the review cycle. When individual objectives are defined, you can now finalize team objectives by improving them according to team members’ objectives. The top company objectives can also be modified to fit all teams OKR. This is a very critical part of the process. Because each one will be involved in the definition of the objectives at each level, they will be very engaged.

Evaluation

At the end of a period, you must evaluate your OKR in order to measure your accomplishment. Success is defined by a grade between 60 and 70%. If you achieve less than that, it is not a sign of failure. Maybe your objective were too high. At the same way, if you achieve 100% of your objectives, they were not ambitious enough. Each level has to present the result of its OKR and analyze how the rate was achieved. It’s important to learn from the past OKR data to improve the next.

If an objective has not been achieved, you can continue working on it in the next period, but only if it is still relevant. Don’t forget to celebrate your small or big wins. This will encourage your team to accomplish more next time.

Mistakes to avoid

. Don’t force people to set OKR, or dictate their objectives

. Set from bottom up not top down

. Don’t set too many objectives or key results

. Set measurable and quantitative key results

. Your objectives must be time-bound

. Don’t write tasks as key results

. Don’t use OKR for a compensation program or a performance review system

. Find the best method that matches your team

. Most important, don’t implement an OKR and forget about it

Now, you know all steps needed to set OKR for your company. You have to find the suitable way to use it with your team. This is how you will make it work for your company.

The part three of this series is ready : How to write Objective and Key results — Practical examples

If you liked this, click the like 💚 below so other people will see it here on Medium.

Need a solution to setup OKR in your company ? Try Happierco, the simple and effective OKR management solution.