One of the benefits of an OKR implementation is Employee Feedback. When corporations executed Peter Drucker’s MBOs, they neglected the concepts of employee input into goal-setting and frequent check-ins on goal progress. This was detrimental to the company and the contributor.
In our blogs tagged Employee Feedback we stress the crucial importance of both top-down and bottom-up objective setting, of bi-directional feedback during check-ins and Employee Feedbackin recognizing the contributions of other teams and individuals enabled by OKR Software’s transparency
OKRs are the modern, goal-setting methodology for high-performing companies such as Google, LinkedIn, and Intel. In this article, we’ll detail the OKR Key Tactics they use in setting and monitoring effective Objectives and Key Results.
Can you imagine continuing a corporate practice that devoted eighty thousand manager hours to an antiquated process that accomplished nothing more than to alienate employees and contribute to attrition?
Effectively managing goal performance is critical to organizational success. With limited resources and volatile market conditions, organizations must flawlessly execute their strategy to outperform their competitors.
Companies like GE, Deloitte, and Microsoft are no longer using annual reviews to manage performance. Instead, they use modern ongoing performance management tactics such as feedback loops and OKR goals (Objectives and Key Results) to accelerate results.
Recent research from the University of Chicago confirms what we have long considered a crucial pillar of the manager/team relationship: a manager’s feedback plays a critical role in their teams’ goal pursuit.
One-on-one meetings are the single most valuable tactic practiced by successful CEOs, executives, and managers. When implemented correctly, these brief, weekly check-ins impact employee performance and their results in measurable ways. As a manager, they provide you with the opportunity to get to know your people exceptionally well so that you’ll have better access to unfiltered information.
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.
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.
When managers and executives first begin implementing modern day performance management tactics like ongoing feedback and OKR goals, they often seek out resources to help ease them into the new approaches.
In an effort to boost productivity and improve overall performance, many organizations are seeking performance management software solutions as a way to help their managers take more of an ongoing approach to coaching their teams.
Bersin by Deloitte has identified some of the most disruptive trends in HR to reinvent the software market for 2017, and unsurprisingly, many aligned with aspects of ongoing performance management like continuous feedback and OKR goals.