Inspiring Your Team with Ambitious Goals: What is OKR and How to Implement It?

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As soon as the team expands to 100 employees, communication problems begin: how to convey the company's goals to everyone and explain what is happening so that everyone understands what tasks they need to complete, why this work is necessary and how well they are able to achieve results? One of the effective methods is OKR, which is used by large Russian companies, such as Avito. What it is and how to implement this system, we tell in our article.

OKR (objectives and key results) is a goal-setting method that allows a team to independently define tasks and desired results for itself. This is a maximally transparent system that allows any specialist social media marketing service to see who is doing what in the department, and how far they have progressed towards the result. Thus, all employees are maximally involved in the processes and work together on a common cause.

OKR consists of:

Objectives are goals that should be ambitious and motivate the entire team.
Key Results are results that help to look at the goal objectively.
Let's look at some OKR examples
Example 1
The goal is to increase the number of sales and break your own record.

Key results:

find 100 new clients and sign contracts with them;
increase the company's market share from 10% to 20%.
Example 2
The goal is to increase customer focus and become friends with customers.

Key results:

increase the response time to requests from 15 to 10 minutes;
increase customer loyalty and satisfaction rates to 70%.
It is important to clarify that OKR is not a magic pill that will instantly unite the team and take the company to a new level. It is a regular search for the ideal combination of ambition and reality, without which it is impossible to achieve the desired results. It is also important to constantly work and improve OKR goals, and not put them off for a long time, as often happens with gym memberships.


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How to implement OKR in a company
Top managers/directors should set annual targets using the OKR method.
Departments set their goals and desired results for the quarter based on the overall company strategy.
Employees set monthly goals, taking into account quarterly OKR goals.
Once a week, general meetings are organized to record the status of goal achievement.
At the end of the quarter, the department meets to discuss the results, sum up the results and set new goals for the next period.
If you are a leader and want to learn how to support collaboration in a team, give constructive feedback and manage employee performance, then take a look at our free online course “ Leadership: Basics ”.