Objectives and Key Results (OKRs) is a process for making sure you get things done. It’s a simple process of setting company, team and personal objectives and connecting each goal with 3-4 measurable results. As you achieve those results, the whole objective gets marked done.
Implemented initially in 1970’s by the President of Intel Andy Grove it is now used by teams and whole companies from SME’s to Fortune 500.
Personal objectives and personal responsibility.
Personal OKRs are objectives set to individuals usually in collaboration between a manager and employee. Objectives are usually set for a quarter (things that must be done in 3 months) with key result that can be measured on a ongoing basis by both the manager and the employee.
As in theory the employee has a say in what objectives are set and which key results are measured, there is a level of personal responsibility that will motivate every team member.
OKRs and self-discipline.
As a tool, OKRs can also be used for self evaluation.
As a leader or a manager, you a responsible for your entire team’s success. You are yourself also part of that team.
That is why it’s important to set personal OKRs to yourself as well.
OKRs keep you on the right track, make sure you don’t loose focus and remind you what the big picture is.
Although these personal objectives can’t be done in a day, you can make sure your daily or weekly tasks always somehow help you further the quarterly objectives and with that you avoid a lot of fake work.
Whether you need to set up your personal objectives or you’d like to implement OKRs for a entire team, Weekdone can help you.
We combine weekly reporting with OKRs to help leader best manage their teams.
If you’re not a user yet, start your free OKR trial now or e-mail us with any questions. For more information on implementing OKRs, check our OKR resources page or ask us in person.