Stages of goal setting using the OKR methodology

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There are 2 important aspects to consider when starting out:

There is no one-size-fits-all OKR implementation plan that works for all companies.

You shouldn't launch the methodology restaurants email list based only on Google's example.

OKR may not be the perfect solution for your situation. This framework is effective if it solves specific company problems, and is not used just for the sake of it. What problems can be solved using it? For example, when an organization expands, there may be problems with outdated processes that require revision. Also, if you need to inspire employees to new achievements and increase their motivation.

However, it is important to remember that OKR is a space for experimentation. You can try out the methodology in the company, set goals for all employees, or test the approach only in some departments.

There are several steps that can be implemented as part of an OKR launch.

Step 1: Goal Setting
At the first stage, you can simply indicate the priority, without specific metrics. For example:

strengthen customer trust;

become the leader in hamburger sales on the planet;

to ensure the presence of our product in every family.

These goals sound very ambitious, but they are not specific enough. Clear details come with key indicators.

Step 2: Add Key Metrics
These are measurable indicators, usually numerical, that reflect progress towards achieving a goal:

achieve 50% customer return;

launch 10 new hamburger restaurants;

sell 500,000 units of products.

Step 3: Inform employees
At a large team meeting, you announce that the company has an important and ambitious goal. You don’t even have to mention OKRs. It’s enough to say, “Our goal is to become the leader among hamburger chains in the city!”

Next, you need to voice the indicators: “To achieve this goal, we must open 10 more points of sale for our hamburgers, increase sales by 50%, and also add 10 new items to the menu with different ingredients for filling.”

It is imperative to provide easy, quick access to this wording. This can be done, for example, by hanging a sticky note on a cork board, creating a corresponding document in Task Tracker.

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Step 4: Identify ambassadors within the company
It is necessary to select and train specialists who will coordinate the team's movement towards the goal and regularly remind them of its importance. Such duties can be assigned, for example, to project managers or team leaders.

They are able to optimize processes in departments or provide feedback on employee initiatives and experiments. At the same time, these specialists must have enough time and resources to manage the team and monitor task statuses.