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Hi Thomas, we are introducing OKRs in my organization but we have just started. What is your experience?
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.
- 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
Thomas, that is very useful, we are not that far, I’ll take your points as input for our teams. Thanks!
Oh new knowledge!!
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.
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.
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.
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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