How to Create a Culture of Accountability by Tracking OKRs, From “Measure What Matters” by John Doerr

What defines corporate culture? Most definitions would include environment, shared beliefs, standards, and attitudes. Another might address a corporation’s goals and strategies. All would agree culture is a critical component in a corporation’s performance and ultimate success.

One of the key components most executives would cite as being essential to success is Accountability.

How does a company emphasize and instill Accountability at every level? Read on to see how tracking and grading OKRs (Objectives and Key Results) on a continuous basis fosters Accountability throughout the organization.

Eight Steps to Creating Accountability in Your Organization

  1. Assess performance towards Objectives and Key Results on a consistent basis, at every level of the organization, including the executive suite.
  2. Frequent Check-Ins are a “must do.” Check-Ins track progress and help to identify KRs “at risk” Mid-course corrections can help to bring results back in line with expectations.
  3. Conduct frequent OKR progress review meetings between managers and contributors. These meetings can surface roadblocks and obstacles to be eliminated.
  4. Be open to adapting Objectives as situations dictate. OKRs are not set in stone and can be revised, added to, even deleted when necessary.
  5. Appoint an OKR Shepherd to ensure compliance with setting, tracking, and measuring OKRs.
  6. Partner with an experienced, quality OKR Software provider. A dedicated OKR platform provides the transparency and visibility for alignment, automated prompts for progress updates, and customized charts to track performance and highlight items at risk.
  7. At the conclusion of each cycle grade performances and conduct a post-mortem assessment of what worked, what didn’t work, and what needs improvement for your next OKR cycle.
  8. Recognize accomplishments publicly, large and small wins. Identify privately areas where employee improvement or additional training may be needed for future cycles.

Implementing these eight steps, coupled with senior management’s willingness to admit missteps or errors themselves, will go a long way towards developing a culture of Accountability.

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!

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