In a recent video, Google Ventures’ Rick Klau discourages fellow business leaders to stop thinking that they could never be like Google. As he puts it, “Google wasn’t Google” until OKRs were introduced; they were simply a “very young and ambitious company.” Fast-forward to present-day: Google is a 367 billion-dollar, multinational company, ranked by Forbes as the world’s third-most valuable brand. Here’s how the use of OKRs (Objectives and Key Results) encourages us to walk in the footsteps of one of the most successful companies in the world:
Foster a culture of discipline like Google’s.
Google holds individuals accountable for their own OKRs; you, too, can achieve this accountability at your own organization.
Become transparent by lifting the veil.
Google’s interdepartmental collaborations excelled when each employee’s goals became transparent and visible. Learn from Google’s example and make your company transparent.
Google connects individual OKRs to company-level priorities, but ensures that at least half come from the bottom up. Bear witness to Google’s success by pursuing the same alignment with your company’s OKRs.
Using ambitious – and oftentimes, uncomfortable – objectives thrusts Google far above average performance levels. Grow your employees’ performance by pushing farther, too.
Use hindsight as a tool.
When completion of an OKR falls short, Google employees reassess and alter plans for the future. Use Google’s strategy as inspiration, and use past data to drive future results.
What else? What did you find most inspiring about Google’s OKR video?
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!