Every organization in every industry is working towards better performance. The common way of doing it is to set goals for each department and individual, but sometimes, this is ineffective because people often get stuck setting goals instead of getting started in achieving them. The Objectives and Key Results (OKR) framework is a good alternative approach, a method now used by large companies worldwide, including Google and Twitter. Defining OKRs OKR stands for Objectives and Key Results. It is a simple tool that organizations can use to attain their goals by defining specific and measurable steps to take and creating a system for communicating and monitoring progress. Short and motivating, goals dictate the direction an organization takes. Companies often set three to five main objectives for every quarter, each of which must be ambitious. Although deciding on objectives is one of the most challenging parts of this approach, when done correctly, it will be easy to know if such objectives have been achieved. Main Principles of OKRs The OKR goal management framework is built on a few key principles, including: Simplicity and Agility OKRs are often defined every month or quarter in order to keep an organisation on its toes in dealing with evolving conditions. The idea is simple and easy to understand and apply, and aims to guide organizations in spending time and resources for the achievement of their goals instead of being paralyzed by the goal defining process. Clarity and Alignment OKRs are open to the public so they help make sure that all levels and departments are on the same page in terms of attaining objectives and ensuring that everyone is moving on the same path. Two-Way Process OKRs do not follow the typical unidirectional top-to-bottom approach. The strategic OKRs are developed side by side with tactical OKRs, making the process more effective and efficient for goal-setting Collaboration Through OKRs, it is easy to understand how every member of the organisation plays a crucial part in the attainment of the strategic OKRs. Because everyone is working toward a common objective, it gives the clear message that the main goals can only be achieved as a team effort. A multinational technology company executive created and developed the OKR concept back in the 1970s. He was later joined by a colleague who Went on to become a venture capitalist, being one of Google’s earliest investors. This concept was introduced to Google in the 1990s and has become a popular model for the rest of Silicon Valley, and for companies and even non-profit organizations across the world today. For more information, click on this link: https://en.wikipedia.org/wiki/Work_motivation.
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