Make sure that the Company account is set up and ready for the quarter. You can read about settings in here.

Questions to answer before starting:

  1. Is your Company planning to add annual Objectives as well? 
    • Annual goals should be an addition to your Quarterly Objectives not replacing them. You should use annuals to align your Quarterly efforts for the bigger picture but you shouldn’t work with OKRs with just annual circle.   
    • Annual Objectives should only be set at the Company level! OKRs run on a Quarterly cycle and when you add annual goals at the Team level then there’s less focus and things can be easily forgotten. 
  2. On which levels OKRs will be set? 
    • Goals can be set on Company, Department (if added), and Team, but that doesn’t mean that you need to use all those levels. OKRs SHOULD NOT BE SET on an individual level! You can turn different levels off, read about it here. 
    • That doesn't mean that team members do not participate. Individuals use Weekly Check-ins to report what kind of action are they taking towards team OKRs.
  3. How are you going to align the goals? Top-down vs bottom-up method, read about here.
    • We recommend using the bottom-up method to engage people and start important discussions. Make sure that people know how the process of alignment looks like.
    • It's also possible to align OKRs between teams if one is helping out the other.
  4. Who will be leading the OKR process and are everybody trained? 
    • We recommend that you set a Company OKR Champion or Champions who will be responsible for making sure that everything is delivered on time, goals are set, meetings happen, the teams are trained, etc. Without anyone leading it, there's a little chance of success..
    • Champions should make sure that before we start setting OKRs the people in the company would also know the OKR theory and how to set good KR.
  5. Do you know how to use Weekly Check-ins correctly?
  6. What will the OKR process look like? 
    • The process should be agreed upon as a company. Decide when OKRs set by, when and how they will be reviewed by teams each month, and when you will hold a company-wide review, etc. 

After you have found answers to the questions above is time to start setting OKRs in your company. We recommend you to follow the best practice process bellow. Click on the links to view how to do things in detail.

You should always start with setting the Objectives on the Company level. Read about it in here.

Those will be the north-stars for the teams in the Company. Without Company setting the focus everybody might end up focusing on different things. The goal of OKRs is to be aligned.

Next step would be adding goals to the Team level. Read how to do it here.

After Company has set it's focus it's time for the teams to start working on their OKRs. It's good if the goals can be aligned but it's also okay to have OKRs that are not aligned to company but very important for the team.

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Adding goals to the COMPANY LEVEL

CEO, VPs, and other relevant people start by setting company-level OKRs which will be guidelines for the whole Company.

If you will have Annual goals as well, start by setting them (step 1). If you don’t have any annuals then you can skip steps 2 and 6.  

  1. Go to the Quarterly Objectives section. You can navigate to here from the menu on the left side-bar. Also, make sure you are viewing the Company level (click on Company in the navigation on the left). 
  2. Add your Objective by clicking on "Add an Objective".
    • After adding an Objective you will see three dots on the right side of the Objective. This is a menu to do any changes needed. You can edit your added Objective, link it, delete it, etc. Be aware that if you delete an Objective, there is no undo option.
    • The due date of your Objective will automatically be set for the end of the ongoing quarter. In case you wanted it to be an annual Objective set it to a full year!
  3. If you added annuals then add a quarterly Objective to focus your Annual goals. You can add this as you added your first Objective, but do not have to change the due date. 
    • For annuals, you should add a Quarterly focus on the Company level each quarter. Annuals are your company strategic goals that will be achieved trough quarterly objectives. Avoid linking team Quarterly Objectives up to Company Annuals. Otherwise, at the end of the year, you will have a long list of linked Objectives under your annuals which will make them very hard to follow. 
    • For example: If you have the Annual Objective: “We want to increase our growth” and then for the first Quarter you could set a focus regarding this goal to “Understand and analyse our customers better” or “Create a better workplace for our Employees”. Happier customers and employees can help you grow. 
  4. Link quarterly Objectives up to relevant Annual Objectives. If you added a quarterly focus to your annual goal then you should align them. You can do it by:
    • Clicking on the link icon just before the Quarterly Objective and choosing the annual goal it should be aligned with.
    • Or, you can open the three dots menu on the right side of the Objective. 
    • NB! Note Objectives can only be linked to one other Objective,  but you can change where it is linked later if needed.
  5. Share Company Objectives with your Department or Team managers.
    • Company level goals should provide guidelines to Department/Team Managers while they are setting their own. 
    • Agree on a timeline of OKR set. For example, when should all Team OKRs be decided on and be ready to present. 

People will follow the leaders in the company, make sure you are setting a good example with OKR implementation by showing initiative yourself!

Read about the next step in here: adding goals to the Team level.

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Adding goals to the TEAM LEVEL

Team managers set their Team Objectives based on Company level Quarterly Objectives. For example, if the Company Objective would be “Improve customer satisfaction” then sales could contribute by increasing their customer service quality, marketing could launch new campaigns and analyze how people react, and development and design could improve the webpage UX and UI, etc. 

Not everything has to be aligned. There can be team goals that don’t align with company goals but are still very important to improve for the team. Just make sure that you do not add more than 5 OKRs per team.

  1. Go to the Quarterly Objectives section. You can navigate to here from the menu on the left side-bar. 
    • You should check the Company level first to see what OKRs have been set. To do that click on Company from the navigation on the left. 
    • To add your Team goals click on your team name from the same navigation. 
  2. Add Team Objectives just by clicking on "Add an Objective".
    • After adding an Objective you will see three dots on the right side of the Objective. This is a menu to do any changes needed. You can edit your added Objective, link it, delete it, etc. Be aware that if you delete an Objective, there is no undo option.
    • The due date of your Objective will automatically be set for the end of the ongoing Quarter.
    • Don’t set more than 5 Objectives. Less is more! Adding too many Objectives will cause lack of focus and low results.
  3. Add Key Results (KR) to the Objectives. You can add KR's under an Objective by clicking on "Add a new key result for:.."
    • Make sure your Key Results are outcome-based and measurable. DO NOT LIST PLANS OR MILESTONES! Try to measure the success, the outcome that should happen after the action, not the action itself.
    • After adding your Key Result, customize its type and value. You can do this by choosing the option from the three dots drop-down menu on the right. 
    • The progress bar measures 0-100% by default but if your goal is, for example, to increase something from 5 to 10, then set the progress bar to measure it so.
    • Progress can also be about reducing. If you set a start value as 10 and a target value of 5 then Objective progress itself will still increase. 
    • If some Key Results are the personal responsibility of certain team members you can assign it to them as KR and not an Objective. Click on the three dots menu on the right side of the KR, choose "Assign as a Key Result" and choose to who you will assign it to.
  4. Link Team Objectives to the Company Objectives. Team Objectives that you set based on Company ones should be linked up. This way if your Team makes progress the Company Objective will also move forward. You can link an Objective by clicking on the empty circle on the right side of the Objective.
    • Or, you can open the three dots menu on the right side of the Objective. 
    • NB! Note Objectives can only be linked to one other Objective,  but you can change where it is linked later if needed.
    • Objectives can be also cross-linked. That means if one Team is contributing to another Team Objective then you can link it across teams also.  
  5. Share Team OKRs with the rest of the team if you haven’t done so yet. 

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