5 Fail-Proof Methods for Implementing OKRs

OKRs are highly effective. Facebook and Google are proof of it. However, some companies are hesitant to employ OKRs because they fear a time-consuming, bureaucratic procedure, preferring to stick with inefficient goal-setting practices. Alternatively, they may try OKRs from the top down without the requisite tools or operational cadence.

The correct method for implementing OKRs includes ensuring that the process is viewed as valuable—from executives down to individual contributors—and integrating OKRs into your Company's operational framework

How to successfully implement OKRs

• Create OKRs from the ground level.
• Establish low-risk communication for more OKR engagement.
• Demonstrate to employees why their work is essential.
• Implement an easy-to-use OKR system.
• Communicate your victories and shortcomings.

1. Create OKRs from the ground level

The natural way is for the executive team to create company-level OKRs by identifying objectives (the what) and key results (the how). Then they adopt a cascading method, requiring department heads to link their OKRs to the Company's goals directly, then cascade to the next level, and so on.

Without a doubt, the executive team must set the Company's high-level objectives. Cascading from there appears to be the prudent course of action. This classic top-down model, however, poses significant difficulties.

When OKRs are cascaded, the following risks exist:

If teams wait for all of the cascades across the entire organization, the process will take far too long, and half of the time will have passed before they are finished.

The credibility of OKRs is compromised if only a tiny percentage of a team's input is included.

Collaboration at every step of the process is crucial for adopting and creating OKRs. You've employed intelligent individuals; you trust them to do the right thing. By allowing teams to collaborate, they may leverage their specialized knowledge to match their OKRs with company-wide goals.

2. Establish low-risk communication for more OKR engagement

Employees require a private, secure environment to discuss their work and have open dialogues with their coworkers (don't kill the messenger!).

When team members cannot honestly assess KR progress, the system fails; there's a natural apprehension in labeling goals as 'At Risk,' for example.

However, by applying a collaborative approach and allowing the employees the freedom to provide continuous inputs on OKRs as they progress, you may get far greater insight into the status in the trenches that higher-ups may otherwise not be aware of.

Weekly status updates become a significant resource in this situation. By incorporating OKR ratings into a continuous operating cadence, teams will be able to discover difficulties early on, allowing them to course-correct before a problem arises.

3. Demonstrate to employees why their work is essential

When employees understand their job and how it relates to the organization's overall objectives, they are more inclined to engage in their work.

Problems develop when OKR owners continue updating on the progress of the OKR without appreciating or supporting team members' contributions.

If contributors don't think their ideas and work are essential to the project, even the best OKRs will fall apart. Yes, OKRs are valuable for identifying problems, but they're also critical for recognizing and rewarding accomplishments.

Allow team members to think about and comment on each other's progress. Open communication will instill a feeling of purpose in each participant as they collaborate on common goals and witness the benefits of their efforts.

4. Implement an easy-to-use OKR system

OKRs are most effective when they are essential and straightforward to use. Teamwork thrives when everyone has access to the same information simultaneously, can step in at any time, and can receive relevant feedback right away.

When OKRs aren't in sync with daily activities, they're doomed to fail. Spreadsheets get buried in email conversations, and input is lost. The slight hiccup in the workday can derail or impede KR's development.

Suppose the team members highly value the OKR framework's ability to assist them in solving problems, conducting productive meetings, and improving workflow. In that case, it will become an integral part of their day.

5. Communicate your victories and shortcomings

Your organization will close up your OKRs at the end of the quarter (or year) and celebrate the outcomes.

However, many companies conclude the process and ask why the OKRs didn't work. Perhaps it could be because of a lack of communication and support. It's possible that people didn't pay attention to the original goals (except for Revenue, of course) or that teams thought the plans were in place incorrectly.

As teams complete their OKRs, reflect on what went well and identify the areas of improvement by learning from the experience.

The outcome of an OKR process is pointless without openness and accountability, and it doesn't represent the progress your teams are making.

Your Team Can Implement Effective Objectives-Based Reporting

When you know how to set up effective OKRs you'll be able to make sure that your rollout of them is a success and that your organization benefits from goal-setting.