Let's delve into the application of the OKR system so that you are focused on what matters:

Simplify, prioritize and learn to set objectives to achieve results.

From John E. Doerr's book: “Measure what matters”, we can conclude that the day-to-day life of organizations and companies is lived as  “crazy” if there is no good organization.

If we forget to set priorities based on solid decisions, which help us move forward and achieve the set objectives,  We are not going to be aligned with the company's strategies, nor will we be able to evaluate the results obtained.

This is why OKRs, Objectives and Key Results, are the solution to organize your business and obtain favorable results.

It is the most effective methodology that helps you achieve strategic challenges and establish key actions that will lead you to obtain the expected results.

Currently, there are many companies that choose this practice when it comes to leading an organization to prosper: Intel, Google, Amazon or Netflix, are just some examples of large companies that have joined this new business system and which has led them to expand, in addition to unifying and strengthening their corporate structure.

How do OKRs work? 

Objectives and Key Results (OKR) are a recent work methodology, dating back to the 90s when Google CEO Andy Grove saw the need to implement  some work metrics to establish solid foundations that help move forward in a calm and organized way based on the principle of simplicity and the priority of what is important.

This key work tool adapts to execution teams and establishes clear guidelines and work processes, which facilitate the identification of key tasks in order to help scale and expand and to be certain of being able to do without tasks that do not help achieve the objectives.

Effectiveness is achieved with a good organizational system.

This methodology is useful to measure the strategy and key results, based on the concrete actions previously defined in all departments or work areas.

How to implement OKRs  in your company?

All transformation and growth processes require the implementation of an internal and innovative work system based on the alignment of culture, strategy and execution, with the aim that all work teams go in the same direction.

Take a  time and a learning process, because it involves continuous performance management by everyone: employees, collaborators and the company's CEO.

Monitor your company culture:

• Maintain a global vision of the project itself, to schedule.
• Evaluate each phase of the process, thus facilitating the management of the project manager.
• Determines the strategy and key results for decision making.

The benefits of implementing OKRs:

• Achieve objectives: (it is recommended to assign 1 to 2 annual objectives).
• Improves relationships between collaborators and increases the effectiveness of teamwork.
• Helps business growth, expansion and transformation.
• Promotes coordination between different bodies and work teams.
• Reduces the possibility of suffering a crisis.

Leadership in the implementation of OKRs:

Effective leadership quickly transfers the work methodology to the entire team.

This process involves a change in monitoring the impact of tasks, as well as the competencies and abilities of the company's collaborators.

The interrelationship between colleagues, key tasks and agility in decision-making are two basic aspects for its correct implementation.

This entire process would not be possible without leadership that allows this system to be established in the organization and facilitates the incorporation of the business culture.

The company has to be prepared to implement OKR objectives since it is a collaborative tool, a culture needs to be instituted that attracts new talent.

You can achieve effective leadership by hiring people who have a vision in line with your company's culture strategy.

Optimize the hiring process to attract new workers.

The organization must ensure that there are new training and growth opportunities for its teams.

It is important to create a learning culture, both for the development of new and existing employees.

OKRs are designed for both large companies and SMEs and startups.

 Something very important: the simpler, the better.

It is preferable to set few goals and be able to meet them, than to err on the side of excess. These will multiply as soon as we obtain the desired results. Of course, it is better to establish deadlines to ensure that we can monitor its impact on the organization, both on the teams, as well as on clients and suppliers.

Would you like to know how to implement this system, to have your company very well organized?

Contact us, we can guide you with a brief free consultation.