John Doerr's "Measure What Matters" has become one of the most popular book on the OKRs over the last year. And it is a great book explaining the benefits of the Objectives and Key Results (OKR) system. However, it is not a roadmap on how to practically set goals in your team.
How to start measuring what matters?
In order to succeed with OKRs, you need a good practical plan for setting your first set of goals. You need to get your team on board. And you must be ready to fail a few times before you get it right.
A lot of leaders and team managers have come to me to ask help implementing OKRs in their team. The first question that usually comes up is: should defining the Objectives happen bottom-up or top-down?
Advanced Guide to OKRs.
In my free ebook "Advanced Guide to OKRs" I write that: "there is no wrong or right way in this case. Sometimes upper management or the CEO outlines the company OKRs first and then asks team managers to set their team goals in accordance with the company Objectives, followed by personal employee goals based on team Objectives.
This approach is better for making sure all goals align with your company's vision. It is good to have the CEO say, "this is where we need to go. You need to figure out how your work will get us there."
When you start by setting personal goals, employees have more input and they will be more invested in their work. But of course this doesn't mean everyone just does what they want. It requires a lot more discussion at the team level to come up with personal and team Objectives and then explain why these are the right Objectives to the C-suite.
In the end, the process moves both ways. You need to go over the company level Objectives and personal Objectives many times before they work well together. That is all part of the process of setting and aligning goals."
Implement OKRs in Weekdone.
One of the easiest ways to implement OKR is to use Weekdone. With Weekdone you can easily set OKRs on all levels and the hierarchical structure in Weekdone makes sure, everyone on the company understands how those goals should work. As Brais Suarez – Marketing Manager at BMAT said: "It is the only tool we found that works well with quarterly OKRs. It reflects the progress of the whole company and everything is visible to everyone."
Now is a great time to get started with Objectives and Key Results. Read our "Advanced Guide to OKRs" to be sure, you know how to set great, impactful goals. And hen sign up for Weekdone to get started.