In the summary of his book “Measure What Matters”, John Doerr says of OKRs (Objectives and Key Results):
“This system works provided the leadership of the company embraces it. If the CEO of the company doesn’t believe in OKRs, I suggest you not implement them. If the leader of the organization sets personal OKRs as well as group OKRs, I daresay this is the most powerful tool you can have to achieve operating excellence in your organization.”
Until leadership is on board, supports, and participates in the OKR process, you can’t expect employees to follow suit.
Leadership Has to Lead
In an OKR environment leadership must lead. Senior management is responsible for setting the annual and quarterly Objectives for the enterprise. The entire process starts with the question, “What is most important for the next year, the next three months?”
Once the three to five Objectives that can make a real difference are determined management must commit to them. In fact, many successful companies launch an OKR implementation at the senior level first. Keep in mind, your quarterly OKRs set the focus and priorities for every contributor for the period.
Focus and Commit to Priorities. Senior management’s responsibility is to determine the three to five quarterly objectives which will truly move the needle. We suggest you look to your Mission and Vision Statements for inspiration. Keep in mind these Objectives drive your employee’s activities and inform the organization of what to focus on during that period.
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!