Make your OKR implement successful 5+5 techniques in 2022
Goals and Key Results (OKR) is a trend approach to collaborative goal setting developed by Andy Grove (Intel) and made famous by Google, which still uses it today.In this article, you’ll find the key lessons our company learned from implementing OKR itself. We researched a lot, experimented a lot, and experienced both failures and successes.Let’s take a look at what our experience tells us are the main factors for successful IMPLEMENTATION of OKR, and don’t forget that OKR is open-ended and you have to find your own way to achieve the desired results.Directory 1. Start with “why” — Why are you using OKR?2. Mission, Vision, strategy and OKR, how is OKR represented here?3. Appoint an OKR Ambassador 4. Gain support and acceptance from the leadership team 5.1. Start with the “why” — Why are you using OKR?What problem are you trying to solve?What benefits do you expect OKR to bring?Make your reasons clear why you should use OKR.Do you want to sharpen your concentration?Execute your strategy?Better coordination, more employee engagement, or something else?There are three main reasons why you should define your expectations: It will help you build processes around OKR and the overall project.When you introduce and implement OKR, you’ll get a lot more recognition from people.Recognition is critical here, as some may see OKR as a performance management tool or a management initiative used to control employees.Communicating the “why” and what OKR is and is not is crucial.If you know what problem you’re trying to solve, it’s much easier to measure the success of your efforts.Hey, we’re talking OKR here — is measurement the key?.In our case, the main “why” is: communicating and executing our strategy for growth, coordination, unity, transparency, cross-team cooperation 2.Mission, vision, strategy and OKR, how is OKR represented here?Agree on how OKR fits into your organization’s strategy, vision, and mission.OKR is about translating your strategy into measurable goals that you want to achieve, usually within a year or a quarter, depending on your level and the pace of OKR.Here, your strategy is where you will focus your energy and resources to get closer to your vision.This may sound complicated, and the terms are often confused.We created this illustration to make it clearer.When developing your OKR, you should always keep the long-term vision in mind and translate your strategy into measurable goals.This applies to OKR at the company level as well as the team level.Appoint an OKR Ambassador Appointing a passionate OKR ambassador (or champion) is key to a successful OKR implementation.Implementing OKR requires change in the organization, so the key is to have one person own the process and drive implementation.The OKR Ambassador should be someone with good communication and organizational skills, but most importantly someone who is committed to researching OKR and is willing to continuously improve the whole process.The main responsibilities of an OKR ambassador in our organization are:Set routines and rhythms for ensuring ownership and improving OKR quality throughout the OKR process,It is then reviewed and approved by the management team to collect and evaluate all employees’ feedback on OKR to conduct OKR training for all employees to coach team members to develop a good OKR organization and organize the team for OKR implementation and other activities around OKR the best practice is to nominate an ambassador at line manager or similar level,It is not recommended to appoint someone from level C, as these roles are often too busy to do the job properly.For large companies, it may be beneficial to have several people involved in improving OKR.We’ve set up an OKR guild where anyone can join and help us improve our OKR process.4. Gaining the support and endorsement of the leadership team is critical as we need their strong involvement not only in developing the OKR at the company level, but also in discussing the overall setup and support of their departments/teams, etc.Leading by example is important here, because when people notice a lack of engagement from their leaders, you don’t get great results from them.In our case, we had the best support because our new HRVP came from another company using OKR and he had a positive experience with OKR.He introduced the approach to the management team and has been an important supporter ever since.5. Choose the right promotion method big bang or pilot?Small companies are often more flexible and better at embracing change.These companies may prefer the “big bang” approach, but it must be well introduced and executed.You only get one chance to do it right.Otherwise, you may receive a backlash from your employees, and you may lose motivation.We took the big bang approach.When we introduced OKR to everyone, we had about 90 people in the company.If I had known what I know today, I would have taken a different approach.We introduced OKR to all the teams and invited them to create team OKR immediately in the first cycle.But at the time, we didn’t have enough experience and didn’t fully know what good OKRs looked like and how we wanted to use them.We received some objections from teams with high usage because the introduction of OKR put extra work on them and the processes were not laid out perfectly from the start.If I had to do another promotion, I would definitely choose a pilot approach.I would introduce the company’s OKR and pilot it with a few teams — preferably early adopters willing to give it a try.We’ll get the hang of it, and then we can share our experience with other teams and refine the process on a small scale.This is the first part of our list of techniques for successfully implementing OKR.These tips are all about preparing for a great promotion.In part 2, we’ll look at procedures, communication, and how to manage and continuously improve implementation.You can continue reading here.