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Any lessons learned from using OKRs?
Network:2449



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:902



Hi Thomas, we are introducing OKRs in my organization but we have just started. What is your experience?
Network:2449



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
Network:902



Thomas, that is very useful, we are not that far, I’ll take your points as input for our teams. Thanks!
Network:657



Oh new knowledge!!
Network:787



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.

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