4. Distilling OKR

Transcript

It is important that OKRs are set at the highest level of your executive team, but they must then be distilled downwards to departments and individuals, but it cannot be a top-down only approach. Good practice is to have about 50% of OKRs coming from the grassroots of the organization. Empower individuals to decide how they are going to contribute to the big picture in delivering the organization’s strategic aims.

So OKRs bring clarity to strategic priorities and ensure all initiatives within an organization, whether that be at the business unit, the team, or the individual, are fully aligned.

Using OKRs is a very effective way to ensure that an organization can identify long-term and short-term goals and ensure there is a synergy between the short term and the longer term of where the organization is heading.

In my experience, best practice is for an OKR to consist of a single objective supported by three key results. The objective is what you want to achieve and the key result is how we will measure the achievement.