- Communicate about OKR. The first thing to do when implementing OKR is to make sure everybody knows what OKR is and is willing to use it. ...
- Choose a tool. ...
- Organize OKR. ...
- Set company OKR. ...
- Set team OKR. ...
- Set individual OKR. ...
- Edit and improve all OKR. ...
- Evaluation.
What are the three important elements of OKRs?
Objectives, Key Results and Initiatives OKRs have three important parts: the Objective, or goal you set, the Key Results which measure your progress, and the Initiatives which describe what you'll do to get there. This all aligns to the wider strategy or vision, usually from the top down.
What are the six steps to define OKRs?
- Define the company purpose and vision. ...
- Establish trust and psychological safety. ...
- Receive the top-management buy-in. ...
- Conduct strategic session. ...
- Assign an OKRs master. ...
- Communicate regularly.
How are OKRs scored?
At Google, OKRs are usually graded on a scale of 0.0 to 1.0, 1.0 meaning the objective was fully achieved. Each individual key result is graded and then, using a rough average, correspondingly the objective is graded. ... Things to consider when grading OKRs: The sweet spot for OKRs is somewhere in the 60-70% range.
How do you weight OKRs?
To weight key results, the Superuser must enable the Weighted Key Result option from settings. To enable weighted key results to go to Settings→ OKRs→ Controls. In the Controls view page, the weighted key result access toggle can be enabled.
How do you set your team on OKRs?
https://www.youtube.com/watch?v=d5i3TmVpYLo
How do you set individual OKRs?
In a nutshell: OKRs take big lofty goals, segment them into objectives, and then tie each of those objectives to actionable Key Results. The Objective is the point on the horizon that you want to get to, and the Key Results are the measures that confirm to you that you're making progress.
How do you set employee objectives?
- Set goals that align with company objectives. ...
- Invite employees to identify job-specific goals. ...
- Set SMART goals. ...
- Emphasize attainable goals. ...
- Set consistent goals for employees with similar responsibilities.