Common problems while implementing OKRs (Objectives & Key Results)
Before we start understanding the problems while implementing OKRs let us start with the success stories of OKRs.
OKRs are successfully implemented at Intel, Google, LinkedIn, Uber, and Facebook and are practiced to date. Trusted and well-proven framework. Successful companies have implemented OKRs and that has helped them to increase their focus and accountability. It creates a higher level of transparency and alignment. Accountability is a critical aspect of an individual and is addressed by OKRs as they create a sense of ownership
OKRs increase employee engagement which directly contributes to organizational profitability. An increase in productivity and creating agility has been the advantage of OKRs
Let us also acknowledge the fact that it needs extra effort and understanding to implement OKRs seamlessly. let us understand the key problems we might encounter during the implementation process. When we discuss with leaders the first and foremost discussion point that comes to their mind while we talk about OKR (Objectives & Key Results) implementation is
1. We already are tracking our data in another system
While most of the systems are efficient today and capture the data but it remains to be in silos while evaluating an organizational goal. These data will be siloed and do not correlate with the organisational picture. We may not be able to track the business performance with the given data which is residing in multiple systems.
While the leader’s choice is to review the business performance in one place with transparency where they can track organizational performance
OKR Tools like Datalligence Help organizations to align business priorities with team and individual priorities. which gives a holistic idea of how the organization is progressing at any given time.
2. We are tracking our KPIs (Key Performance Indicators) already we do not need OKRs
Sounds familiar? yes, we had come across this quite often. But the very difference between KPIs and OKRs is that KPIs measure the business-as-usual matrix whereas OKRs measure audacious goals. OKRs are not a replacement for KPIs it must work along with them.
While KPIs measure the health index of an organization, OKRs measure the bigger picture which is a big Harry audacious goal.
KPI (Key Performance Indicator) work very well along with OKRs. wherever there is a decrease in the KPI indicator that would be the right time to introduce OKRs to take that indicator to the next level.
OKR Tools like Datalligence help collaborate with both KPI and OKRs
3. We have a few metrics that we already track
well, do not fall too much in love with your metrics. it is important to be able to change the matrix whenever needed. When we are stuck with some matrix it limits the ambitious capabilities of an individual
While chasing audacious goals sticking to one single metric that is not performing should be analysed and changed often. So having a matrix does not mean that you will have to stick to that whether we succeed or fail OKRs allow you to adapt to the way we work on the way we measure.
4. We follow Measure what Matters, and this is not how they do it
Why measure what matters it is a guideline to get started with OKRs, but it is not a “one size fits all” answer. Every organization are different in the way they operate and how they work. being an open-source system like OKRs it is essential to have a unified practice that fits the organizational culture and helps us to measure what is critical to business
Datalligence coaches help you to get a unified way of learning about OKRs and how they help you understand the culture and travel along with you to create the right set of OKRs that would perform
5. Tracking and checking in data are too much a work
While you were checking in on regular intervals it helps you to understand the trend & gap and allows you to fine-tune accordingly this allows us to course correct while we are tracking an objective
Real-time progress tracking will also provide a clear insight into the bottlenecks and the non-performing objectives. This insight will help teams to reiterate or redo the objectives that will become a performing objective
Datalligence OKR integrations help in automating the check-ins where the manual check-in is minimized, and it serves as a fantastic addition to the workflow
6. Setting aspirational goals without understanding the capabilities
Aspirational goals drive OKRs, unlike the Roof shot goals where the planning and resources are already in place, Aspirational OKRs will have a lot of surprises in store. As we progress, we will constantly understand the limitation and correct them. Though 70% is a good enough score for an aspirational objective we need to identify the Key Results required to achieve them.
Identify problems like
- Non-performing OKR – Do not hesitate to change the metrics we have set if it is not helping
- Involving in blaming the process or the team for not achieving
- Getting demotivated by the outcome
7. Setting too many OKRs
Less is more, keep a lesser number of OKRs to increase the focus and identify priority. Create an impact on the organization by keeping lesser OKRs.
The best practice is to have 3 to 5 Objectives with a maximum of 5 Key Results. If you want OKRs to complement and increase your productivity, keep it less else it will create a negative impact on what we are trying to deliver.
As OKRs are aligned to organizational performance it is essential to keep only the OKRs that matter to the business.
OKRs can bring in a lot of alignment and focus to the team when implemented rightly. Having an OKR coach inside helps to scale swiftly. If you are planning to implement OKRs and want to have a quick understanding of the implementation process, talk to our OKR coaches today.
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