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 ManagementMy favorite Viva Goals feature - multi alignment - and how I use it.
Hi everyone! I wanted to share my thoughts around a personal favorite feature of mine, multi-alignment in Viva Goals, and how we’ve been using it both internally at Microsoft and across some of the customers I work with. There are three primary use cases I’ve found for multi-alignment and I’m going to walk through each of those below. “Promoting” a key result to be aligned to the team and department level I was working with a team here at Microsoft and their leader was very much so a delegator. When it came to goal setting, they wanted to see what the team came up with first, and then provide input. So they had their team of 7 create goals for each of their representative organization and present those back to the leader. From there, the leader then picked out a handful of Key Results they wanted ‘promoted’ up to their level. What I really mean by ‘promoted’ is that they were multi-aligning the key results that were selected to be aligned to both levels of objectives. One key result object, but aligned to multiple levels of objectives. There was representation from each organization and the beauty of doing this in Viva Goals, was that there needed to be only one update on the key result, but it was viewable and contributing across multiple objectives. Saving time and keeping them aligned. Contributing to both an Objective and as a sub-KR Many times I run into or work with teams that want to manage their goals in two different ways. The first side of the house might be focused solely on the numbers. “Away with these ‘Objectives’ just show me the targets were trying to hit and how they break down across our regions” I heard them say. We accomplished this by setting a Key Result and then creating sub-Key Results and sub-sub Key results underneath. All creating a big tree of contributions that worked well for them. On the flip side, the other team was also focused on similar targets, but made them a part of a cohesive OKR that included more than just the targets themselves. As you can see above, both sets of goals across these teams included Key Results from the other. The difference was, rather than creating two different key results to track the same target, which would require two sets of owners and two sets of updates, we used the same single key result object and multi-aligned it as both a sub-KR and to an Objective. You can see above, Viva Goals made this much easier to save time and keep them aligned. Multi-alignment strikes again. Aligning one KR to multiple Objectives The last example here is also like those above, but rather than aligning across levels or across goal objects, we’re aligning across teams. The biggest draw of having a more rigorous and managed goal setting program is the alignment you achieve across your company. Well, what’s the best way to achieve that alignment and make sure we’re all focused on the same outcomes? Sharing the same outcomes, of course! In many cases when I’m working with a team, new relationship or old, I like to have a conversation about where we can share the same outcomes to ensure that we’re both moving in the same direction. With Viva Goals we can quite literally share the same key results, even if they’re aligned to different Objectives or living alongside different other outcomes. I took a single key result object and multi-aligned that to two different objectives across two different teams, making sure they both are progressing towards a common outcome. How have you all been using multi-alignment?
What'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
Custom embed widget and power BI
Looking for help please...... I am unable to find specific detail around the custom embed dashboard widget online and want to know what links are supported. I am trying to link a Power BI dashboard but I get an error stating 'app.powerbi.com refused to connect'. Does Power BI need to be enabled as an integration for OKR check in updates to allow us to embed a link in a dashboard too? I would not have thought so as no direct linkage here. Or is there a different link we should use within Power BI for it to connect?
Any client using Viva Goals as Performance Management?
A client is interested in modernizing their performance management system, leading them to consider Viva Goals. Their requirements, however, extend beyond standard goal alignment and team-level performance tracking. They are seeking a system that offers, Individual performance management (setting, modifying, and reviewing), Integration of career development, training, and compensation decisions based on performance data, Tracking of performance history at both individual and organizational levels etc, Our assessment suggests that Viva Goals alone may not fully meet all these needs. We believe that a solution integrating Viva Goals with a total reward-driven performance management system could be more suitable. We would greatly appreciate any insights or experiences you might have regarding similar implementations. Additionally, we are interested in discussing possible workarounds or integrations that could meet our client’s needs.How to Improve Collaboration and Results with Viva Goals and ADO
We are excited to announce the How to Improve Collaboration and Results with Viva Goals and ADO livestream event on Tuesday, September 26th at 9:00AM Pacific! In this 45-minute YouTube Live event, Mark Myers, Senior Program Manager, Digital Security & Resilience, Microsoft, and Johnny Jones Jr., Senior Technical Program Manager, Microsoft Security Response Center, share the challenges they faced when trying to find a consistent way to track team goals and showcase cross-team collaboration – and how they utilized the Viva Goals and ADO integration to tell a better story of the work their team does to their organization and the business impact they made. Add your questions now!
