Post by account_disabled on Dec 5, 2023 9:36:39 GMT 1
See such a difference in the overall process: 1. Define clear and specific goals As you could see in the examples, there is no room for unnecessary complications in the OKR. Define clear and specific goals, both for the main objectives and for the key results. This will leave all collaborators aligned and motivated to achieve what was established. 2. Divide objectives between top-down and bottom-up An important point of OKR is that objectives should not be established solely by leaders and managers. On the contrary, they define 40% of the OKRs, and the rest is defined by the team. 6. Don't confuse efforts and results The effort may be maximum, but what must be analyzed are the results.
If everyone is working hard and the results are not coming, they are probably Phone Number List doing something wrong. That is why it is so important to focus on metrics, and not just on the feeling of togetherness and collective effort as a way to quantify everyone's dedication. How measuring results can be part of your company culture It is clear that measuring results is the central point in the OKR methodology — which, for many people, is not that important to do. The idea that management has to do with people, and not just data, may have a poetic touch, but it does not reflect reality. Peter Drucker himself, one of the main references in the world when it comes to management, usually says: If you can't measure it, you can't manage it.
The fact is that tracking metrics and analyzing data does not mean abandoning the human side of the organization. On the contrary, acting based on data makesit possible to make fairer decisions and create a more pleasant and collaborative environment. Observe some simple tips to implement a culture of measuring results in your company: Divide to conquer One of the proposals of OKRs is to divide a large objective into several smaller goals. Do the same with accompanying data. Divide the metrics between different professionals, give them the necessary training to accompany them and closely monitor their work.
If everyone is working hard and the results are not coming, they are probably Phone Number List doing something wrong. That is why it is so important to focus on metrics, and not just on the feeling of togetherness and collective effort as a way to quantify everyone's dedication. How measuring results can be part of your company culture It is clear that measuring results is the central point in the OKR methodology — which, for many people, is not that important to do. The idea that management has to do with people, and not just data, may have a poetic touch, but it does not reflect reality. Peter Drucker himself, one of the main references in the world when it comes to management, usually says: If you can't measure it, you can't manage it.
The fact is that tracking metrics and analyzing data does not mean abandoning the human side of the organization. On the contrary, acting based on data makesit possible to make fairer decisions and create a more pleasant and collaborative environment. Observe some simple tips to implement a culture of measuring results in your company: Divide to conquer One of the proposals of OKRs is to divide a large objective into several smaller goals. Do the same with accompanying data. Divide the metrics between different professionals, give them the necessary training to accompany them and closely monitor their work.