First things first… What are OKRs?

OKRs is short for Objective / Key Results, and they play a big part in setting and reaching our goals. They can also help you drive productivity for the whole organization.

Setting up meaningful OKRs

Setting up OKRs helps companies to engage in a meaningful and effective communication process. The company’s leaders have to set up objectives, enabling everyone to understand the organization’s goals and each team’s purposes.

Setting up meaningful OKRs pushes us to think about the business because most of the time, while thinking in the Objective part of the OKR, it will force us to ask ourselves the Why of that objective. Is this objective relevant to the organization? How is this objective going to drive productivity? Why is this goal relevant to the company’s vision and mission?

Objectives and time frames

The objectives part also brings alignment with the rest of the organization. It’s a best practice to set OKRs that consider the goals of leaders in the organization. This helps everyone work as a team with a set of goals that we all share.

Lastly, objectives should have a timeframe. Having a due date reminds you to have conversations about it, to keep pushing forward. They become a challenge that pushes for communication and results. 

So, is there a recipe?

In short, an excellent recipe for building a significant objective is to think about the why, it should follow or help organization-level goals, and it should have a challenging due date.

Now, the Key Results will outline how you are going to achieve your goal. You have defined your objective, and now it’s time to explain the steps you will take to reach that goal.

Key results should be metrics that will measure the progress of your objective. Think of them as measurable milestones. It’s important not to mix them up with goals. Your key results will provide a measurable and actionable indicator if something is not moving forward as it should.

Do it the right way

In Meetings.io, setting powerful OKR’s is incredibly easy. The best of it is that you can share your OKR’s with other teams and cascade it from top to bottom. You can add meaningful milestones for every objective and create indicators to keep track of your quarterly or annual OKRs.

Go ahead and give it a try!

And don’t forget that accountability is a huge part to actually getting things done. Check out this blog and realize that accountability is not taboo.