A remember to try out new methods and approaches. Because if you want to introduce something agile, you can do it yourself. So think about methods like Open Space , Barcamps , World Café or a future conference .
practical example
To illustrate how OKR can be used to break down a strategic goal to team level, let's first imagine an example company from the software industry that is faced with high customer churn. A possible objective would be to reduce customer fluctuation. To make this goal quantitatively measurable, the associated key results are defined. In this case, these could be: improving the company review on Google by 0.5 points, improving customer support ratings by 25% and reducing system crashes by half. These company OKRs are then passed on to the teams. The marketing team now tries to support these OKRs by defining the objective "Developing and promoting a strong brand identity" cambodia telegram data itself. Possible derived and measurable key results for this could then be, for example, improving the website's SEO scoring by 20% and improving the response time to internet comments to under two hours. The next inheritance level now takes place at the employee level, so that every employee can present their personal OKRs and start working on them. Progress is reported at the review appointments and any necessary adjustments are made. If, in our example, the SEO scoring has improved on its own due to a new Google algorithm, it must be checked whether the goal should be revised upwards or can be considered completed.
Conclusion
OKR promotes the participation and input of every single employee, which usually results in increased motivation for each individual. OKR also ensures greater transparency across the company and collective work towards a common vision. But also remember that OKR cannot be introduced at the push of a button. It is a lengthy process that must be continuously optimized. Also think about the managers in your company. Some of them will certainly feel a loss of power and control and then it remains to be seen whether they will adapt to the new circumstances, see it as progress or turn their backs on the company.