OKR Goals & Performance Management Blog

Want to learn the trick that helped Google, Microsoft and Intel succeed, and get better execution of your strategy with OKRs?

Here’s a common situation growing organizations face: managers realize it’s time to revamp their performance management processes, but they’re not sure where to start.

To ensure the company strategy is being executed effectively, CEOs must be able to confirm that employees are aligned with their company objectives.

As we move further into 2018, performance management will continue to evolve. Factors such as digitization, a multi-generational workforce, shifts in the economy, and the ability to use analytics in the workforce are just a few driving forces behind these changes.

Busy managers have two key responsibilities: achieving results and retaining their employees. Both of these can be achieved by taking a comprehensive approach to ongoing performance management, incorporating elements like OKR goals and continuous, two-way feedback into your strategy.

Performance management is defined as a series of activities which ensure goals are met consistently, effectively, and efficiently.

Here at Atiim, we’re always looking for new ways to give executives tools to oversee their teams effectively and accelerate results, which is why we routinely provide insights to OKR goals best practices and explore management topics.

OKRs (Objectives and Key results) allow you to take a data-driven approach to performance management by incorporating metrics into objectives at the company, team, and individual level.

The business world no longer operates on a yearly schedule, and yet, many companies still rely on the same antiquated annual review system for assessing employee performance.

One of the things executives struggle most with is turning their strategy into execution. In his book Scaling Up, Verne Harnish identifies the key elements needed for flawless strategy, which include establishing an effective meeting rhythm and incorporating metrics into your goal setting methods.

There was recently an article written on the topic of Objectives and Key Results (OKRs) and it contemplated that the progress on an Objective should be based solely on the progress of its Key Results.

Many companies develop effective strategies, but fall short when it comes to execution. Even when CEOs effectively identify their company’s top priorities, in many cases they’re unable to align activity across the rest of the organization.

The concept of performance management has changed rapidly in recent years – no longer is it a one-time event (i.e. the annual performance review), but instead it has become a series of ongoing activities.

Companies like Google have been using OKRs (Objectives and Key Results) for years, but those who are new to this powerful goal setting framework are curious about how to implement them most effectively.

Servant leadership is a popular approach used by executives and managers to put the needs of their teams above their own.

CEOs of top-performing companies all have a few things in common. For one, they drive their teams and the organization towards operational excellence by creating a solid business strategy.

Objectives fulfil a number of purposes in an organization. They clarify expectations for employees and them a purpose by providing motivation and a sense of direction.

Setting Objectives isn’t just important to manage teams effectively; it’s actually the starting point on from which an entire performance management framework can be built.

If you’ve ever wondered what it is that makes one manager excel while the other is simply getting by, the answer lies in effectively setting Objectives. By using a system like Objectives and Key Results (OKRs), managers can set clear, measurable goals to align and focus their teams instead of micromanaging daily activities.

OKR software is a solution through which organizations set, track, and monitor clear, measurable goals for their teams.