❔Do you know what OKRs are and how to manage them?

➡ The meaning of the abbreviation OKRs is "Objectives and Key Results", further than that, OKRs are:

✅ Strategic Framework to you manage and help communicate top priorities through encouraging alignment across departments;

✅ A management methodology that helps to ensure that the company focuses efforts on the same important issues throughout the organization.

✏ Designing OKRs for impact

➡ Objective, Key, and Results:

✅ Objective: A qualitative, aspirational statement meant to inspire action (is the where you want to go). It's what quickly moves the organization in a direction.

✅ A real objective example used by Google: Make the web as fast as flipping through a magazine that was measured by:

✅ Key Results: How you’ll know if you got there. The quantitative targets were used to measure the success of the objective.

⏩ Eg.: Decrease page load speed from 1.5 in Q2 sec to 1 sec in Q4

🖊 Writing a powerful objective

➡ The foundation of OKR is the objective, so it is appropriate to write a Problem Statement describing an issue or something predicting growth, change, or the desired outcome.

➡ First, collect all problem statements, share the many problems as they can,

✅ What are things you can’t afford to lose sight of?

✅ What challenges absolutely must get solved immediately?

➡ Helpful Questions:

✅ What do I want to change?

✅ What is holding me back from creating my ideal scenario?

📝 Writing an OKR

➡ Identify the problem statement;

➡ Once the team comes to a consensus, you turn a problem statement into an objective;

➡ Objectives: Proper organization forward, communicate what’s most important. It can be set quarterly, semiannually, or annually. It describes what you want to do and where you want to go.

➡ Write powerful key results:

✅ What gets measured gets managed;

✅ Write Key Results that should answer the following questions;

✅ Key Results need to be Clear/Specific and Measurable;

✅ Key results are outcomes, not tasks;

✅ Three-to-five key results per objective;

✅ Avoid acronyms and jargon;

✅ Progress should be objective, not subjective;

✅ Key results must include a number.

📃 OKR Process unraveled

➡ Identify the Problem statement;

➡ Turn into objective;

➡ Write Key results;

➡ Set the tactics (Tasks, Backlog, to-do list to get there)

➡ OKR Design Process for a group;

⬆ Top-down:

✅ Leadership chooses the objectives;

✅ The executive sponsor communicates the objective.

⬇ Bottom-up:

✅ Employees set the key results;

✅ Team sets Key Results (3-to-5 Key Results should be defined)

➡ Assign Key Results owners; the appropriate leader owns each KR in the group;

➡ Design a tactical plan (tasks associated with the KR and who will be involved);

➡ OKR should have a dedicated leader that will connect the dots and advocate for the big picture;

➡ Progress, not perfection.

🙌Managing and following up on OKRs

➡ Don’t forget your OKR;

➡ Consistently revisit the OKR;

➡ Set a Cadence, monthly check-ins (Semi-annual);

➡ Establish a single source of truth;

➡ OKR reporting should be painless for leaders;

➡ PM should start the OKR meeting with the central document for everyone to

review;

➡ Set predetermined milestones (monthly milestones);

➡ Trust your leaders (allowing their teams to structure their design

processes);

🗳Implementing Strategic OKRs

➡ On average, a big company takes eight months to implement OKRs successfully;

➡ Start Small;

➡ OKR Champions - Early OKR adopters who will help you internally promote the

value not OKRs to the rest of the organization;

➡ Progress > Perfection;

➡ Central Ownership;

➡ Shared OKR model;

➡ Consistent management

➡ Executive sponsorship and communication should be updated In real-time and accessible to everyone in the company

📊Measuring OKR implementation success

➡ Set the(annual, semester, or quarter) design cadence;

➡ Long-term strategic plan;

➡ Present a visible and accessible single source of truth with data & Progress;

➡ It's advisable to do employee engagement surveys:

✅ Employees understand how OKRs are used as a strategic goal-setting framework;

✅ Employees understand how Procore/company uses OKRs;

📈How can we increase your awareness and understanding of Procore/company OKRs?

Through creating a culture of accountability;

➡ Inspiring objectives;

➡ Cultural integration;

➡ Replay the importance of OKRs in every Team stand-up, Off-site, and Event;

➡ Training, education, and coaching;

➡ Performance Management Tools;

➡ Celebrate good progress results;

➡ Managers should support their teams with OKRs.