The power behind Objectives and Key Results (OKRs) lies in their ability to align everyone to your top corporate goals.
When first implementing OKR goals, many executives wonder how company-wide alignment of objectives is achieved. Below we show how objectives can be aligned up and down or cross-functionally and how they can be inter-linked.
An Aligned Organizational Chart
OKRs cascade from the top or can contribute up as “bottom-up”. Please note that the overarching concept of cascading includes the process of alignment that is bi-directional which means much of it is “bottoms-up”. Aligning from below inversely implies that the bigger goals ultimately cascade down into the ones below which are meant to align and thus contribute up. This alignment is a result of the fact that bigger and higher-up goals are logically cascading down and have that logical alignment with the goals that are connected to them.
Also, it is critical be able to see a hierarchical visualization of your company-wide objectives. In fact, you should be making top company OKRs, department, team, and individual goals visible in a chart so that everyone at your company can have a clear line of sight into how their contributions are impacting team- or group- or department- or even corporate-level OKRs / objectives . Here is how it looks like in Atiim OKR Pulse™.
Here’s an example of how the chart might play out:
Top Company Goal:
Launch new product successfully in Q1.
Content Marketing Team Goal:
Publish 10-blog post series leading up to launch of new product.
Content Marketer Individual Goals:
Get 500 new blog subscribers by product launch.
Complete 2-3 interviews with product engineers to get quotes for a blog post.
Write three 500-word blog posts to be submitted by Feb 15th.
While these OKR examples are a bit limited in comparison to what yours might actually look like, they illustrate both the top-down and bottoms-up goal alignment you should be aiming for. Additional individuals could then add their goals to create a tree chart in which everyone’s goals are transparent, aligned, and relevant.
What else? How do you ensure goals are aligned in your company?
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!