Clearly, it’s time for a disruption in the people management approach, and more and more companies are using OKRs (Objectives and Key Results) to manage their companies and teams more effectively. Using OKRs is fueled further by CFR (Conversations, Feedback & Recognition)s. Read on to learn more about the effectiveness of this new protocol.
Conversations, Feedback, and Recognition
In “Measure What Matters” author John Doerr introduces CFRs as the logical adjunct to OKRs, “Together they (OKRs and CFRS) capture the full richness and power of Groves innovative method. They give OKRs their human voice.”
Conversations – exchanges between managers and employees with the goal of driving performance.
Feedback – bidirectional feedback, similar to bottom-up goal setting in OKRs, to evaluate progress and course correct for future efforts.
Recognition – expressing appreciation to individuals for their contributions. Together the three components foster transparency, accountability, engagement, and teamwork throughout the organization.
Like OKRs, Conversations, Feedback, and Recognition have their own cadence. Gone is the annual review, replaced by frequent Check-Ins. We strongly endorse a weekly Check-In cadence; in fact, we consider it a “must do” in an OKR environment.
Ideally, OKRs and CFRs are reinforcing. The conversations and feedback relate directly to the performance measures set in the OKR process. A recent Deloitte study found that no single factor has more impact than clearly defined written goals, that are shared freely, and visited regularly.
Do you manage a company or teams (either as a CEO, a senior executive, a middle manager or even a front-line manager)? Do you set and track objectives? Does aligning employee performance to business goals matter, and are you responsible for driving results? If so, please check out a live demo of Atiim OKR & Goals Management Software and we’d love to hear what you think about it. Thank you!