What do I want to achieve and how do I know if the goals have been achieved?
Posted: Mon Dec 23, 2024 4:00 am
Early last year we introduced the OKR method at BookerZzz (holding of the labels HotelSpecials and BungalowSpecials). We noticed that our annual plan was not flexible enough to adapt quickly enough to what the market demanded of us. OKRs do give us this opportunity. Without losing sight of the strategy and mission of the organization, we can now come up with plans, monitor their progress and quickly adjust them when necessary.
What are OKRs?
OKR stands for Objectives and Key Results . In short, this is a management methodology ( invented at Intel , ed.) for setting, communicating and monitoring quarterly goals and results in an organization. A well-known pioneer of this method is Google, which likes to inspire other companies about its use . The purpose of OKRs is to link objectives to measurable results, so that employees work together and move in one uniform direction. OKRs are therefore always defined at 3 levels: company level, team level and personal level.
The method basically asks you two questions: what do I want to achieve and how do I know if the goals have been achieved? In practice, this is expressed per quarter in a list of 3 to 5 objectives that are based on the strategy, mission and vision of the organization. For each objective, 3 to 5 measurable results ( key results) are formulated. The progress of these results is indicated with an indicator of 0-100% or 0 to 1.0. On the Upraise website you will find some examples to get an idea of the structure of OKRs.
Working with results as a driver instead of tasks, OKRs stimulate involvement in every step of achieving success. By formulating OKRs per quarter and linking them to the previous quarter, we can guatemala phone country code quickly adjust our strategy and respond to changes. OKRs provide insight into questions such as: how can we implement our plans? How can we collaborate more effectively internally? And how can we ensure that our activities have a direct effect on our vision, mission and implementation of our long-term strategy?
One size does not fit all
Now that we have been implementing OKRs in our organization for a few months, we can say that we have already achieved some successes. Because we now work on a quarterly basis and have tighter deadlines, we notice that projects are completed faster. In addition, the method has ensured that the internal focus and involvement have increased. The multidisciplinary projects ensure that everyone now knows which ideas contribute most to the strategy.
In addition to the successes achieved, my colleagues and I have also learned a lot along the way. We have been inspired by the many articles that have been written on this subject, but we have also drawn our own conclusions. For example, we experienced that you not only have to adapt the organization to the OKR method, but also that you have to adapt the method to the organization. One size does not fit all . Based on this idea, we have listed five points in which we, within the framework of the OKR method, had to find our own way as an organization. I would like to share them with you.
What are OKRs?
OKR stands for Objectives and Key Results . In short, this is a management methodology ( invented at Intel , ed.) for setting, communicating and monitoring quarterly goals and results in an organization. A well-known pioneer of this method is Google, which likes to inspire other companies about its use . The purpose of OKRs is to link objectives to measurable results, so that employees work together and move in one uniform direction. OKRs are therefore always defined at 3 levels: company level, team level and personal level.
The method basically asks you two questions: what do I want to achieve and how do I know if the goals have been achieved? In practice, this is expressed per quarter in a list of 3 to 5 objectives that are based on the strategy, mission and vision of the organization. For each objective, 3 to 5 measurable results ( key results) are formulated. The progress of these results is indicated with an indicator of 0-100% or 0 to 1.0. On the Upraise website you will find some examples to get an idea of the structure of OKRs.
Working with results as a driver instead of tasks, OKRs stimulate involvement in every step of achieving success. By formulating OKRs per quarter and linking them to the previous quarter, we can guatemala phone country code quickly adjust our strategy and respond to changes. OKRs provide insight into questions such as: how can we implement our plans? How can we collaborate more effectively internally? And how can we ensure that our activities have a direct effect on our vision, mission and implementation of our long-term strategy?
One size does not fit all
Now that we have been implementing OKRs in our organization for a few months, we can say that we have already achieved some successes. Because we now work on a quarterly basis and have tighter deadlines, we notice that projects are completed faster. In addition, the method has ensured that the internal focus and involvement have increased. The multidisciplinary projects ensure that everyone now knows which ideas contribute most to the strategy.
In addition to the successes achieved, my colleagues and I have also learned a lot along the way. We have been inspired by the many articles that have been written on this subject, but we have also drawn our own conclusions. For example, we experienced that you not only have to adapt the organization to the OKR method, but also that you have to adapt the method to the organization. One size does not fit all . Based on this idea, we have listed five points in which we, within the framework of the OKR method, had to find our own way as an organization. I would like to share them with you.