An introduction to OKR can help us to understand how to get started and how to get the best out of the framework. OKR is a goal-setting framework that tracks and measures organizational performance. As the name suggests, it has two parts to it
Objectives: Objectives are what the organization, teams, and individuals are aiming for. This is your “What”
Key Result – Key Results are the factors that determine how you do it. They are qualitative indicators that help you measure whether you have met them.
Google adopted OKRs in 1999 and the rest is history. Other leading organizations like LinkedIn, Uber, Spotify, and Facebook also follow OKR which has been a proven framework for them.
Once the objectives and Key results are set it is important to create an alignment that is right for the organization and that would yield the results.
What is alignment?
The word Alignment comes from the French àlignier. Lignier is derived from the Latin word lineare, which means consisting of a straight line
As clearly stated, they bring the teams and organizations to one straight line that increases the goal velocity. Without transparency, alignment will not work. Teams would continue to work with no sense of direction. Alignments are not something we create and then forget and it also has dependencies. The best way to start with alignment is to create clear communication and make the teams and individuals clear on what is expected. This will have a clear understanding of where one must align.
Datalligence AI OKR software creates transparency and enables alignment in a moment. This is clear and easily understandable by everyone.
What do you need to know about OKR and alignment?
Research has shown that up to 95% of employees do not understand company strategy, leading to misalignment, disengagement, and a lack of purpose in their work. As the leader of an organization, you are responsible for making sure your organization stays aligned.
Before starting with OKR alignment it is necessary to have good planning in place. This will prevent us from being proactive than reactive.
It starts with the objectives of the CEO and the teams create their own finally individual creates OKRs. Then the project gets started.
There are two ways that you can create an alignment. Creating OKRs in isolation will not beat the purpose. The Key to alignment is transparency.
The alignments can be straightforward or directional.
In straightforward alignment, the OKRs can be shared with the people who are directly contributing and not lose sight of the objective purpose. This can be rigid sometimes but needed to be more focused and works well too.
Directional alignment can be 360 which can align cross-functionally and sideways as well. This becomes a direction to create the department and individual objectives. This method empowers the teams and increases accountability
Organizational alignment means Everyone is working towards a common goal in a unified way.
The Two Main Types of Alignment are:
1. Straight-forward alignment:
Straight Forward alignment happens when the objective is owned by the objective owner and the Key Results are delivered directly by the stakeholders. For Example, if the CEO’s OKR is to “Expand the market in North America” the Sales and Marketing team’s Key Results can be added directly.
Objective: Expand the market in North America
Sales: Increase the revenue from new customer acquisitions from X to Y
Marketing KR: Increase the lead from X to Y with the new campaign
This connects the dependencies of the Key Results to achieve the objectives. This method is straightforward. But can be less flexible while cascading to the entire organization
This measures the outcome and understands the progress as well.
Objective Key Result is a goal-setting framework that helps companies strategize, and prioritize goals and objectives to the nature of the companies. It makes sure that workers collaborate to concentrate their efforts on what is most crucial.
If you intend to implement OKRs across your entire organization, then all members will benefit from understanding how they work. This will ensure that all the employees are on the same page regarding OKR.