Build your AI transformation Strategy in 30 Days 🚀 ➝ [ Ссылка ]
The world’s favorite search engine popularized OKRs (objectives and key results), making them the top of every organization’s wish list during the strategic planning process. It’s the easy button to solve collaboration, alignment and agility, right?
Well, only if you’re the size of Google.
OKRs are an amazing tool, but how Google uses OKRs requires resources and infrastructure most organizations don’t have available. We’ve developed a far less resource-intensive approach, focused on making sure that your OKRs are aligned to your long-term direction.
Google says everyone has OKRs. We believe your organization should create “shared” team/department objectives. Then, individuals create key results aligned to these shared objectives.
Google has project managers drive OKRs. We say, find an OKR software solution to automate reporting and progress check-ins. Bonus: visit our website below to check out our mobile app that streamlines this process!
Google says everyone should create quarterly OKRs. We advise creating annual companywide objectives aligned to your long-term vision. Then, have supporting shared department objectives and individual key results you review and refresh quarterly.
In Google’s world, accountability is driven by scoring OKRs. Instead of scoring, we recommend using a consistent review process for collaboration and accountability. In our experience, scoring focuses everyone on the score and not the strategic performance of the team and organization.
How Google uses OKRs differs from the way we use them. We’ve created a realistic and focused process designed to help your organization.
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