Managing by Objectives and Key Results
Alignment, teamwork, accountability and growth.
A solid management system is the foundation for the culture of a company. Objectives, and Key Results, is a modern-day management system originally developed at Intel. It improves on the deficiencies of predecessor management methodologies, building culture, while maintaining control, striving for growth, and encouraging improvement.
Running a business is tough …
Listen and follow
Management is good, but could be better.
Many companies employ MBO, KPI, SOPs, or traditional top-down control management. But they are not perfect, and leadership is still aware of the various internal issues that exist.
- Internal conflict
- Poor planning
- Unskilled management
- Project delays
- Quality Issues
- Poor staff engagement
- Unhappy employees
- Lack of direction
After years of operations, CEOs are often at a crossroads on how to improve or to make changes.
OKR helps you right the ship.
OKR improves on its predecessor, Management by Objectives (MBO). On the surface, OKR is not much different than MBO and KPI. You set your Objectives and you track your progress (Key Results). But at deeper levels, tools, concepts, and disciplines give OKR a rich, meaningful, game-changing advantage.
Alignment
Direction and Teamwork
All projects and staff are aligned to the company’s mission, vision, and strategies. Conveying this big picture and company mission help teams come together to tackle the priority tasks for the firm. It brings purpose, direction, and inspiration.
Progress-based tracking
Culture of Discipline
Tasks are designed to be tracked by measurable progress, by the individuals doing the work. It teaches staff at all levels to manage their time, account for their progress, and meet objectives.
Better Planning
Efficient, agile, and faster to market.
Yearly or semi-annual planning can easily get off-track.
OKR focuses on shorter quarterly planning and implementation. It keeps the pressure on priorities, encourages agile, timely adjustments, and pushes for fast-to-market.
OKR is about getting big things done in a short period of time.
Built-in Management Training
Everyone is a manager
OKR is inherently a management training platform. Planning, tracking, and assessment are built into every level down to the individual. Everyone is essentially doing management.
Engaged Staff
People-oriented management.
Individual achievement is a cornerstone of OKR. Everyone is given opportunities to Learn, Grow, and Achieve. It gives purpose and meaning to their work and leaves them wanting more.
OKR is a culture for growth
There is a concept of “stretch” built into OKR. It means to strive, experiment, and take the challenge. Find ways to build better quality, write better ads, or achieve greater sales. Always aim high.
Continuous Performance Review
Always improving.
Quarter-end performance review is a discipline that encourages staff to revisit challenges encountered in the previous period and reflect on the future. Be better than yesterday.
Less meetings, more meaningful work.
Managers complain that their time is taken up by administration and staff issues, in lieu of more meaningful work. In OKR, the discipline of planning and tracking is ingrained at the very basic levels.
It means you can trust your employees to get the job done. No need for meetings or micromanaging projects, which frees up your time.
Who uses OKRs.
OKR Wow factor
Growth, achievement, with great culture and happy employees.
Management is tough, complicated by so many internal and external factors.
So it is imperative, that companies establish a consistent management structure to establish culture, the common thread that binds an entire organization.
OKR is one of the best solutions available, avoiding delays, getting big things done in short time, ensuring perpetual growth, encouraging critical thinking and boosting employee engagement. Wow!
