— 5 min read

Objectives and Key Results (OKRs) are a great goal setting methodology. It is highly effective when implemented well in your company. However, like any leader knows, implementing a new system in an organization can be tricky. And the bigger your company, the more difficult it can be. As no goal setting system works unless your entire team starts using it. Here are three ways you can jumpstart the OKR adoption process and get all of your employees on board.

OKRs and Key performance indicators

Using an OKR Champion.

In speaking with our customers, we have learned that the number one worry when adopting a new OKR system is whether people will start using it or not. A great tool with a simple UI is a step in the right direction. But even then, if people are not fully grasping the methodology they will struggle with it. By making sure someone takes the role of OKR Champion, you can tackle this anxiety and make sure, if people are struggling they can get help from inside their own team.

An OKR Champion is an individual in your team in charge of mastering OKR methodology. Assigning one in your team is the most effective way to implement OKRs in your team. And it works worth both small and big companies.

Read more about OKR Champions.

When deciding to implement OKRs in your company, you assign a go-to person, who will be responsible for learning all there is to learn about the methodology. That person will help you onboard other employees and answer their questions. He will also be responsible for making sure, other employees will set OKRs and update their Key Results regularly.

Even when you’re using an OKR software with great customer support like Weekdone, it is good to have someone inside the team who can make sure there is as little confusion as possible.

Implementing OKRs in a test team.

Another approach is starting out with a smaller test team of 10 people. With this approach, a small team (and their manager) will go through an extensive training on how to use OKRs. Weekdone offers it to all companies, for instance. They will try the methodology out for a quarter or two and then find the best way the system works for your company’s needs.

After that they can explain to other employees how they benefited from using OKRs. This will encourage other teams to try the approach and soften company wide implementation.

Another benefit of this approach is that by the time you start implementing OKRs throughout your entire organization, you have a enough OKR experts inside your teams to answer any questions.

Company-wide implementation.

Deciding to use OKRs in your entire company at once is the most difficult way to implement OKRs. More people automatically means that more problems and confusion. However, when done right, this way will help you hit the ground running and reap the full benefits of the methodology right away.

For company-wide implementation of the OKR system, you’ll need help. At Weekdone, our customer success team works tirelessly with our clients and offers training for both managers and employees.

The implementation process starts with leadership training, followed by employee training, and then establishing one or more OKR champions in your company. When everyone is informed enough to use OKRs, Objectives are set and all your teams start measuring their Key Results at once.

However, no amount of training makes this transition perfectly smooth. It will still take two or three quarters for everyone to use the methodology right and for it to deliver results. So if you are committed to OKRs, you need to test the methodology out for at least a year.

If you are ready to start using OKRs, don’t hesitate to try out Weekdone. Contact our customer success team to find the best way to make this system work for you and your company.