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Hi Laura! We are currently in pilot with Viva Goals at Accenture after running the private preview this summer. We are finding at Accenture and based on past experience with other clients I've worked with launching a platform like Viva Goals is really important to provide visibility at scale. As you are seeing there is both adopting a platform and the philosophy of OKRs. Viva Goals can support a variety of goal models. One of the reasons OKRs are so successful is because it shifts an organization from thinking about what is attainable like a SMART goal to what is possible and pulls in the why and how. I like to meet my clients where they are at and the coach with deeper prompting questions like - when you reach the objective what does it allow you to do and how do you know you've reached that objective. The key results are those proof points to success. It takes bold leadership to create the psychological safety to encourage bigger OKRs and allow teams to have success if those big OKRs aren't 100% achieved. It is a journey!
I so appreciate this insight, Kathy - thank you! I once worked for an organization (not my current) that tied challenging stretch goals to compensation, and it eroded psychological safety as you mentioned. It was stressful to be pushed to take risks but penalized in compensation for any failures that took place. I'm so grateful you and the group called that out in the session and included the slide around comparing OKRs and performance management.
- It's really tricky to tie OKRs to comp for just those reasons you stated and it's not something I recommend with out really clear guidelines and calling out what KRs are committed and what are ambitious.
Hi LauraGariano - we do have a guide here at Viva Goals about how we think about OKRs and Performance Management if helpful! https://adoption.microsoft.com/files/viva/goals/Understanding-OKRs-vs-Performance.pdf
- That is excellent, thank you Lucy Hitz!
