What are Benefits of using OKRs:
- Align and connect your employees to your corporate goals
- Give clear direction to every team and individual
- Increase productivity through focus on goals
- Track regular progress towards goals
- Make more effective and informed decisions
- Achieve measurement, accountability, and transparency
- Use regular weekly updates to gain vision and insights
- See how goal progress aligns with the company’s vision, strategy, and top priorities
- Be effective in setting clear and specific goals
- Manage achievement and execution with greater accountability and transparency
- Boost individuals’ engagement and empowerment through your goal-setting process
- Increase insight and transparency across the organization for top-level executives
- Analyze root causes of why objectives are not achieved
- Improve resource allocation and management
- Capture cross-functional dependencies across teams
Traditionally, companies set high-level goals at the beginning of the year, and everyone forgets about them within a month. This leads to passive management, because it becomes difficult for leaders to measure and track their employees’ progress and goal-achievement. Executives and managers are thus challenged to understand which teams or individuals are achieving, overachieving, or underachieving. Moreover, it becomes difficult to align different teams and individuals to the topmost goals, so everyone feels disconnected from the bottom up; there is little clarity among employees about how their actions are connected to what matters to the organization. It’s also hard to build a measurable, predictable, and repeatable business model when working in this fashion.
To combat the issue, companies attempt to set goals in Microsoft PowerPoint or Excel, or Google Docs, and then communicate these goals via email. Yet, this is a very static process, and many companies have no ability to manage and track progress with this approach. Furthermore, these tactics fail to drive achievement or results effectively. Such goals aren’t publicly and clearly available or visible to everyone in real-time, so employees can’t access them regularly. As a result, they have no means by which they can connect their work to these invisible goals.
Objective and Key Results (OKRs) boost efficacy and engagement by letting managers find out which team members are most engaged on disengaged. This information is easily accessible through the weekly OKR goals check-in process. Managers can also see who is achieving or who is underachieving with their OKR goals. With Atiim, a company’s managers can build a high-performance team by empowering and engaging employees so that they’ll be better at their work.
You probably recognize at least most of the names on that list, if not all, and namely: Google. Did you know that prior to its implementation of OKRs in the 1990s, Google was only in its startup phase? Having a cohesive strategy by which they could set and measure qualitative ambitions on an organizational, team, and individual level is what allowed Google employees to take it to the level of success that it experiences today. Here are a few more reasons why you should consider OKRs in your organization.