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- DonSCampbell
Microsoft
It would be great to understand what the key drivers were for starting your journey and how you are evaluating your progress. Thanks.Hi DonSCampbell - for me - the key drivers behind starting with OKRs were:
-Ensure clarity of mission across the company
-Help each team member be laser focused on the right things
-Create a way to quickly see if everything is on course at each level
Everyone is busy with multiple elements to their role and I see OKRs as a way to help clarify what is important and why. They help make sure the right teams are focusing on the right elements - sometimes you find sales doing a bit of marketing for example (or vice versa)...OKRs help keep teams focused where they should be. They also help identify areas where roles aren't fully defined and so can add further clarity to the org.
Hi DonSCampbell,
the main driver was a way to visualize our company goals but also help the people to understand the why behind the daily work and how they can help the company, colleagues and themselves on a daily bases.
- jimhopkinsonSounds like a great session! I know there are some companies starting their fiscal year in July, and thus doing annual planning right now. It might be helpful if you could talk about how your organizations thought about setting annual goals, and then how those annual goals broke out into quarterly goals and how you aligned them. Thanks!
Good question jimhopkinson,
I took some overarching company goals as the Objective and then created smaller Key Results under that...they don't quite line up quarterly but are instead aligned to key events throughout the year.
That way, people can easily see the link between what they're doing on a day to day basis through to the Key Results and then the overall objective. We're very much looking at it as a step by step approach which will, all things being well, achieve the overall objectives so the focus is on the immediate rather than the annual goal.
thank you for this great question jimhopkinson.
This is actually a tough challenge. The first part is to specify your annual goals which is more as describing your "vison" but also should clarify how these goals can help you to achieve the vision.By describing annual goals you're putting an enormous pressure on all team members, no matter of the job level. When you split things up to smaller chunks and short-term goals this helps to motivate the people working on these milestones but also helps to get more details on the way to the annual goal.
