After finishing university, I got a marketing job at a tech startup. While things were going well, I found keeping everyone up to date with my day to day activities was a a challenge for me. It seemed like such a waste of time. Other teams wouldn't understand the complex reasons behind my work anyway. I knew what I was doing. I was doing it well. My manager knew what I was doing. So, all was well? Right? No. I still needed to discovers Google's OKRs.
Employees don't want transparency.
The main issue that plagues companies looking to add more transparency in their day to day activities is the un-willingness of employees to share what the are working on. I understand the need for transparency. But even with my degree in internal communication, I could not understand why I should spend my time on something so unproductive. I was an arrogant, little thing.
Understanding what employees are doing is not only important for managers, it is important to everyone. Over the years, I have learned that as an employee that knowing what others in my team and company doing benefits me.
Luckily, managers and leaders can help employees get past these mental blocks and help make sure employees see the value in having an open and transparent workplace.
For me, my first yearly review was a rude awakening. My manager gathered feedback from other teams and no one knew how great I was in my job. Instead of the superstar I saw myself as, to them I just some random guy who did… something.
When I later got promoted to run our marketing department, I was sold on transparency. For me it was vital that everyone in the company understood what my team was working on. You could say, I had remembered what I had learned at university but really, my first yearly review was still haunting me.
Transparency enchanting reporting solutions with Google's OKRs.
To give everyone clear direction and increase transparency, I wanted to implement an easy to use goal setting system for our team. I started using the Google's Objectives and Key Results (OKR) goal setting system with my team. It helped make sure our goals were not only public, but also allowed people to understand the reasoning behind them.
Google's OKR is the most transparent goal setting system I have ever seen. Other companies who use OKRs on Weekdone, agree. Andrew Nelson, Director of Engineering at Exxact Corporation: told us that "Seeing what people are doing and having an automated report is a value in itself," With Weekdone, you come in during the morning and start planning your day and week out in real time. That helps to structure your whole week."
While implementing Google's OKRS takes hard work and commitment, using it for a longer period of time will make sure everyone in your team and company has a clear understanding of what is going on. It is simple enough and easy for employees to use.
How Google's OKRs improve morale.
I have often heard people saying things like, "I have no idea what this guy is doing" and that is not good for employee-morale. You want employees to work as a well-oiled machine, where everyone has their own task to accomplish. But for teams to function, everyone must understand why they must keep others in the loop about their work.
If you are ready to get started with Google's OKRs, try Weekdone with your team. In Weekdone you and your team can easily implement any of the approaches described here. And if you get stuck, our customer success team is ready to help.