The essence of the OKR methodology
Posted: Wed Jan 29, 2025 10:31 am
The full name of the OKR methodology is Objectives and Key Results, which literally means “Goals and Key Results”. It helps to link selected priorities with key results. The latter serve to monitor the progress of achieving the former. Objectives within the OKR framework show what we are trying to achieve.
The essence of the OKR methodology
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And key results point to the steps that restaurants email list will help us get there. The OKR process begins with management setting global goals. Then departments create their own priorities, synchronized with the overall tasks. This approach distinguishes the methodology from others. Teams themselves form their goals and results, based on the company's strategic priorities.
There are simple examples of OKR goals. Let's look at one of them to better understand how the methodology works. Let's imagine that the company's global goal is to achieve a record level of product sales. This interpretation of the priority is passed on to the marketing and commercial departments.
Marketing sets a goal: to maximize the flow of leads through SEO. To do this, it formulates basic results:
increase in the number of keywords in texts by 30%;
increase in the number of advertising banners by 20%;
increasing the release of new SEO texts from 10 to 20 monthly.
Sales, like marketing, defines the objective and key results. The departments then jointly present their strategies to management for approval.
As the example shows, key goals in OKR do not imply a fixed result. This makes this method unique compared to others. When working with this technology, each goal should be ambitious and inspiring to motivate employees to give their best. Unlike such priorities, key results should be clear, measurable and expressed in numbers, percentages or specific actions.
Research conducted at ScrumTrek has identified key goals for which the OKR methodology is used:
60% of respondents are implementing technology to focus on key tasks;
52% use OKRs to ensure alignment across teams and individuals;
35% note that the method helps to increase predictability and transparency;
27% use OKRs to improve work efficiency;
20% - to increase motivation;
20% - to increase the level of ambition of the staff.
Many organizations achieve significant results after implementing OKRs due to a number of key benefits of this method:
Flexibility : Technology gives you the freedom to choose how you work, allowing you to adapt to changes and find optimal solutions.
Cyclicality : OKR work is based on small time intervals (month/quarter), which makes it possible to quickly take changes into account and adjust plans.
Transparency : The company's priorities are open to all employees, which promotes awareness and team unity.
Focus : The OKR methodology involves setting 2-3 goals and 4-5 key results. This ensures focus on priority areas.
Accountability : Since teams set their own goals, they are fully accountable for achieving them. The more involved they are in decision making, the greater their sense of accountability.
Engagement : Understanding the connection between their successes and the company's results inspires employees to work productively.
Gallup research annually confirms the existence of a “global employee engagement crisis.” A two-year Deloitte analysis found that having clearly articulated goals that are accessible to all members of the organization has the greatest impact. Defined priorities can create and strengthen unity, clarity, and increase employee satisfaction with their work.
The essence of the OKR methodology
Source: shutterstock.com
And key results point to the steps that restaurants email list will help us get there. The OKR process begins with management setting global goals. Then departments create their own priorities, synchronized with the overall tasks. This approach distinguishes the methodology from others. Teams themselves form their goals and results, based on the company's strategic priorities.
There are simple examples of OKR goals. Let's look at one of them to better understand how the methodology works. Let's imagine that the company's global goal is to achieve a record level of product sales. This interpretation of the priority is passed on to the marketing and commercial departments.
Marketing sets a goal: to maximize the flow of leads through SEO. To do this, it formulates basic results:
increase in the number of keywords in texts by 30%;
increase in the number of advertising banners by 20%;
increasing the release of new SEO texts from 10 to 20 monthly.
Sales, like marketing, defines the objective and key results. The departments then jointly present their strategies to management for approval.
As the example shows, key goals in OKR do not imply a fixed result. This makes this method unique compared to others. When working with this technology, each goal should be ambitious and inspiring to motivate employees to give their best. Unlike such priorities, key results should be clear, measurable and expressed in numbers, percentages or specific actions.
Research conducted at ScrumTrek has identified key goals for which the OKR methodology is used:
60% of respondents are implementing technology to focus on key tasks;
52% use OKRs to ensure alignment across teams and individuals;
35% note that the method helps to increase predictability and transparency;
27% use OKRs to improve work efficiency;
20% - to increase motivation;
20% - to increase the level of ambition of the staff.
Many organizations achieve significant results after implementing OKRs due to a number of key benefits of this method:
Flexibility : Technology gives you the freedom to choose how you work, allowing you to adapt to changes and find optimal solutions.
Cyclicality : OKR work is based on small time intervals (month/quarter), which makes it possible to quickly take changes into account and adjust plans.
Transparency : The company's priorities are open to all employees, which promotes awareness and team unity.
Focus : The OKR methodology involves setting 2-3 goals and 4-5 key results. This ensures focus on priority areas.
Accountability : Since teams set their own goals, they are fully accountable for achieving them. The more involved they are in decision making, the greater their sense of accountability.
Engagement : Understanding the connection between their successes and the company's results inspires employees to work productively.
Gallup research annually confirms the existence of a “global employee engagement crisis.” A two-year Deloitte analysis found that having clearly articulated goals that are accessible to all members of the organization has the greatest impact. Defined priorities can create and strengthen unity, clarity, and increase employee satisfaction with their work.