Objectives and Key Results (OKRs) is a popular goal-setting framework driven by shared goals linked to measurable key results. Business leaders adopt OKRs to set and track employee progress towards accomplishing the company’s vision and purpose. John Doerr introduced the robust OKR framework at Google in the year 1999. The successful execution of the OKR methodology at Google paved the way for other leading giants to adopt OKRs in business for goal-setting and performance improvement. Today, Google adopts OKR best practices that create alignment, focus, transparency, and rhythm.

Advice from Google: What to Avoid when using OKRs?

Here are some of the key considerations that Google advice for the successful implementation of OKRs in business:

• Avoid setting OKRs that don’t need any change to the existing process

OKRs in business that doesn't require extra effort to complete may defeat the purpose of a stretch goal that helps drive performance. Note that if you don't set OKR for the entire team, it may not be powerful enough to bring the best possible results and achieve its vision.

• Ensure key results encompass all the measurable outcomes

Key results are quantifiable metrics that help measure whether an objective is achieved or not. If the key result linked to each goal does not reflect what needs to be achieved, then you may need a better plan and strategy to complete the objective within a specific timespan- be it a month, quarter, or year.

• Help leaders know the need for collaboration  

Collaboration is the key step while setting OKRs at the individual, team, and company levels. The senior leadership needs to create OKRs and communicate them to the teams and individuals to know the broader picture of the company's vision and strategy. When your team's OKRs are dependent on other team's outcomes and progress, then the role of OKRs to drive communication becomes even more important.

How does Google Track Progress with OKRs?
If you want to know how Google creates OKRs in business, you can watch the video '.’ After setting OKRs at all levels, Google tracks individual progress at quarterly intervals and never links OKR progress with annual performance appraisals. Progress tracking is not about evaluating employee performance but analyzing overall engagement and reflecting the areas of improvement to achieve more results.

At Google, managers organize weekly/monthly check-ins with teams and individuals. This helps ensure that the overall OKR progress is on track. Such periodic check-ins also provide managers and senior leadership time to assess progress and turn the ship around if there is a change in business needs or priorities.

Unlock:OKR is an ideal goal-setting framework that can drive businesses of all sizes to unlock their potential with OKRs. By adopting OKRs in business, organizations can transform the ways of meeting the desired goals, tracking progress, and sharing feedback to automating the entire goal-setting methodology like Google.

To know how Unlock:OKR can aid organizations to effectively plan, set, and track goals and measure improved outcomes, book a demo, and get started now.

For more details, you can download the eBook ‘Google’s Approach to Goal setting: OKRs.’