Export Viva Goals OKR to Excel not listed as an option
I'm looking to export my OKRs to Excel and the option is not available to me in the export selection. I am able to export to PowerPoint, but the formatting is not useful. I am the admin and the option for "OKR export to excel" in my Admin Dashboard has "Anyone in the organization" selected. Has anybody experienced this and found a resolution?OKRs vs KPIs
Many organisations have set up existing KPIs that help them to track the state of key measures across their organisation, with these either being transparent to all or shared at regular townhalls. The temptation would be to use these in their entirety within Viva Goals to power the key results of your OKRs but that would be a mistake. One of the super powers of OKRs is to have Focus and to share that Focus from the strategy of the organisation at the top down to each level. Empowering each layer in an organisation to define their own metrics for success for the top level objective brings a more personal goal that is aligned to what the organisation is striving to achieve. You can read more about my thoughts on this in a recent article I shared through Reworked - Why You Need Both OKRs and KPIs (reworked.co). What have you done in your organisationAlternatives to Viva Goals?
Viva Goals being retired wasn't good news. It put many of us in the community in a pretty tough spot. There is less than a year to find a new OKR software and migrate. We really liked Viva Goals because our team could use it inside Microsoft Teams. Some of the alternatives we are considering switching to are: Teamflect WorkBoard Perdoo All three of these have great Microsoft Teams integration and solid OKR features. We are also considering other alternatives such as Profit Co and Lattice. Any opinions on or experience with these tools?Understanding the connection between OKRs vs. Performance Management
The movie "Air" details the intricate relationships that led to Nike signing a young Michael Jordan to his first basketball sneaker contract, and the creation of "Air Jordans." As part of the negotiation, Jordan's mother pushed for -- and received -- a stipulation that the family would earn a percentage of sales for every sneaker sold. The movie ends with Nike CEO Phil Knight (played by Ben Affleck) pondering how many sales they might possibly generate, which Nike estimated to be $3 million in the first three years. The movie later revealed staggering sales of $126 million in year one for Nike, and Jordan winning Rookie of the Year and making the All-Star team on his way to becoming the greatest player of all time. Talk about crushing your goals! I bring this up because there are a lot of elements of "goal setting" at play here ... Nike as a company, Jordan as an individual, sales targets, CEOs, agents, customers, and other stakeholders. At Microsoft Viva Goals, we often get questions around the intersection of goals and performance management / personal development. After all, we're talking about goals, right? What's the difference between the goals we set as a department, and the goals I talk about with my manager at our 1:1? That led us to publish our point of view: Understanding the connection between OKRs vs. Performance Management Within the document you'll see we present 4 key pillars: OKRs are designed for collaborative, strategic goal setting for your business and teams. Performance Management is used to define individual priorities in support of the larger team effort. OKR output could be one of many inputs into an assessment of an individual’s performance, but it’s important that it’s not the only input. OKR output should generally not be directly tied to an individual employee’s compensation. If we apply these to our Nike story, CEO Phil Knight would have set company-wide OKRs for his entire organization. In addition to goals around their running sneakers and clothing, they might have had an aspirational objective of expanding their market share for the basketball division (people forget at the time, Nike was a distant third to Converse and Adidas), and a key result metric of exceeding $1 million in sales a year of Air Jordans. (Boy, would the percentage results in Viva Goals have been off the chart that year). For the use of this example, remember that Michael Jordan wasn't technically an employee of Nike. A better analogy might be Peter Moore, the designer of the shoe. While he might have had a team OKR around the launch of Air Jordans, his individual priorities would have been judged on a broader basis ... how did he contribute to his team, what was his individual impact, how well did he work with his peers, etc. If he was in his personal review, while the success of Nike selling $126 million in year one certainly would have been one of many inputs to his review, it shouldn't have been the only input. Here at Microsoft, we love aspirational goals. So whether yours is for your company to launch a $100 million brand, or a personal goal to become the greatest of all time at what you do, OKRs and Performance management can lead the way. To learn more, review our document: Understanding the connection between OKRs vs. Performance ManagementWhat's the most difficult part of starting an OKR journey?
I've been thinking about starting energy--how it's hard to pick up (and keep!) a new project or habit. Multiply that by 100 people and finding the starting energy to change how we work seems almost impossible. I'm curious to learn from others' experiences. What's been the most difficult part of getting started with OKRs/Viva Goals (leadership buy-in, cultural change, learning a new tool, etc.)? Have you found strategies that work? Or wishlists that could make it easier?
Why are future dates in the date picker for check in greyed out
Hi , I understand you can backed date a check in with no issue and by that I mean, if I create a check in today I will be able to amend it to any date prior to today but what if I want to amend a date of an older check in with a date that is lets say 3-4 weeks forward, it does not let me...( see attached examples - Check in created on the 30 Sep, need to be amended to the 30 Oct but can't despite today being the 6 of November, same for the one created on the 27/10 to be amended for the 30/10). In this case I only have the option to create a check in today with the same data and then backed date it to the 30th Oct and finally delete the one not needed/old one(duplicate), is this correct? Or am I missing something? I could understand the restriction for a date that hasn't happen yet well in the future but what if you are 2-5 days before month end and or making an early check in for the month end? Thanks for your feedback
How My Team Got Started with OKRs
My team recently started helping our clients to create accountability and transparency through Viva Goals, and understanding OKRs has been foundational to enabling success. I'll share how we got started with OKRs: 1. First, we sought to understand the difference between OKRs and other goal setting frameworks. For example, in my experience as a Strategy & Operations professional, I was much more acquainted with KPIs (Key Performance Indicators) than I was OKRs. I found that KPIs are a measurable way to understand performance, but they are missing some key elements that OKRs bring to the table: the "why?" behind the measure, and the "how will we get there?" steps to achieve it. 2. Next, we took advantage of the Viva Goals materials within https://learn.microsoft.com/en-us/training/browse/?products=viva&terms=viva%20goals. There is a wealth of training courses and information there that really helped us in our learning journey. 3. Lastly, we practiced using OKRs! We set OKRs for every engagement now, and not only has it been a great way to grasp the concept -- it has enabled us to set aspirational goals and go back regularly to measure how we are performing against what we set out to do. How did you get started with OKRs?
