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Any lessons learned from using OKRs?
Network:2562



OKRs (Objectives and Key Results) is a technique to set targets (objectives) and achieve results in a team environment, introduced by Larry Page at Intel and used by Google, LinkedIn, Uber and many more.

Can you share your experience and key lessons learned?
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Network:918



Hi Thomas, we are introducing OKRs in my organization but we have just started. What is your experience?
Network:2562



I helped a client in 2016 to introduce OKRs.
First 2 years it was an approach for a department of 10, bottom up with quarterly and annual OKR per member, reflecting on the departments goals. OKRs were shared on a whiteboard across the team.
2018 they extended it to the whole division, 120 people, 4 departments, it was top down based on a management workshop, with bi-monthly 'reviews' and it failed for trying to mix with command & control culture. Now 2019 they go back to quarterly/annual and no reviews but retrospectives.

My take-aways:
- Command&Control vs. bottom up culture - OKRs go best with latter
- OKRs are best defined and committed by each employee, not top down
- OKRs are not personal targets for HR purposes (OKR = business progress, personal targets = improved capabilities)
- department OKR and management staff OKR not the same
- visibility of OKRs - not to everyone, but within team (staff may not set good individual challenges if publicised, German laws prohibit such h anyhow)
- team OKR on poster, signed
- OKR bottom up vs. top down (road map)
- frequency of re-checks quarterly / annually
- purpose as prerequisite for OKRs
...
1 reply by Andrea Kreuzer
Nov 20, 2019 2:48 PM
Andrea Kreuzer
...
Hi Thomas, there have been murmurs of OKR at my org. Can you recommend a good primer?
Network:918



Thomas, that is very useful, we are not that far, I’ll take your points as input for our teams. Thanks!
Network:678



Oh new knowledge!!
Network:795



hi, can any one please share whether we can/ how we can use OKR for Performance Evaluatoin/ Appraisal? any case study or guidelines about it will be of great help, thank you.
Network:14



Feb 06, 2019 6:26 AM
Replying to Thomas Walenta
...
I helped a client in 2016 to introduce OKRs.
First 2 years it was an approach for a department of 10, bottom up with quarterly and annual OKR per member, reflecting on the departments goals. OKRs were shared on a whiteboard across the team.
2018 they extended it to the whole division, 120 people, 4 departments, it was top down based on a management workshop, with bi-monthly 'reviews' and it failed for trying to mix with command & control culture. Now 2019 they go back to quarterly/annual and no reviews but retrospectives.

My take-aways:
- Command&Control vs. bottom up culture - OKRs go best with latter
- OKRs are best defined and committed by each employee, not top down
- OKRs are not personal targets for HR purposes (OKR = business progress, personal targets = improved capabilities)
- department OKR and management staff OKR not the same
- visibility of OKRs - not to everyone, but within team (staff may not set good individual challenges if publicised, German laws prohibit such h anyhow)
- team OKR on poster, signed
- OKR bottom up vs. top down (road map)
- frequency of re-checks quarterly / annually
- purpose as prerequisite for OKRs
Hi Thomas, there have been murmurs of OKR at my org. Can you recommend a good primer?
Network:2877



Dear Thomas
Interesting your sharing and some conclusions drawn from an OKR implementation process

I have no experience implementing these indicators.

I became a fan of Hoshin Kanri after reviewing the process for its implementation.
Network:1705



Read "Measure what Matters" by John Doerr. One correction to the original post is that it originated from Andy Grove at Intel and was adopted by Page and Brin at Google.

Kiron
...
1 reply by Deepesh Rammoorthy
Nov 20, 2019 10:07 PM
Deepesh Rammoorthy
...
Interesting reviews on the book .people outside of Silicon Valley do not appreciate the book that much !
Network:580



Nov 20, 2019 4:46 PM
Replying to Kiron Bondale
...
Read "Measure what Matters" by John Doerr. One correction to the original post is that it originated from Andy Grove at Intel and was adopted by Page and Brin at Google.

Kiron
Interesting reviews on the book .people outside of Silicon Valley do not appreciate the book that much !
...
1 reply by Kiron Bondale
Nov 21, 2019 6:48 AM
Kiron Bondale
...
What I appreciated about it was the case studies covering appropriate application of OKRs outside of technology organizations.

As with any management framework, poor implementation will result in poor outcomes.
Network:918



Hi, I have now direct experience of implementation of OKRs in two organizations. If you would need any more detailed information, please feel free to contact me via LinkedIn and we may arrange a call to discuss it.
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