This is a big question in many companies today, especially technology companies. These types of companies have very diverse professional profiles, especially in terms of personnel. Some of the people at these companies may not feel 100% comfortable working under this methodology, since they may consider that these measures call into question key work elements that are not necessarily measurable, such as effort or perseverance.
Additionally, it can be difficult to hire talented people in these types of companies, because companies often cannot afford to have work methodologies that good profiles automatically reject.
Furthermore, when a company culture is driven by objectives, they can be linked to a variable remuneration modality based on the objectives achieved, not on the hours worked. This can cause resentment and provoke rejection on the part of many workers who come from more traditional sectors or more archaic companies.
It should be noted that this model, as we have mentioned, is mostly applicable in technology companies. More specifically it is found in their marketing or sales departments, where the members are usually more accustomed to working by projects rather than by working hours.
Although many companies are still struggling to see how to fit this methodology within their company, the implementation of a work by objectives model has many advantages, including the management of working time by the employee or the possibility of teleworking.
If we make the decision to apply this methodology, it is essential to choose a model that facilitates the implementation of the same. The former CEO of Intel provided us with a widely known work management methodology: the OKRs. (👉 Here's the famous video.)
OKRs, also known as "Objectives and Key Results", allow companies and their employees to put into daily practice the key goals of companies. It is a method that starts from an achievable goal in a time frame, and from there it is broken down into tasks. The purpose of OKRs is that they are tasks that lead to action.
The advantages of the OKRs methodology are numerous, which is why this method is so widespread and used by companies such as Google, Amazon, LinkedIn, Twitter, Spotify, Airbnb, Accenture, and Netflix. One of the main reasons for this is that it does not have to do with metrics and quantitative evaluation, but rather it is directly related to the tasks and actions to be performed, which is key and essential to achieve the company's goals.
"OKRs are valuable as a tool to prioritize initiatives and define the desired outcomes from those goals. OKRs establish the purpose (objective) and the desired outcomes you want to affect with your work (key results)." – Chen Rekhi (Executive Coach)
At Gretel we work with OKRs and some of the advantages we have found are:
A real-life OKRs could be:
In this article you can access the complete list of advantages: https://gretel.co/community/articles/stay-focused-with-okrs/.
Many teams track their OKRs using Google Sheets, Excel or Powerpoint. Though there are a ton of free templates and resources out there, here are some of the best ones for tracking your OKRs.
OKRs are the hot new thing in business, and everyone is starting to adopt this methodology. Let's delve into how leading companies like Google, Adobe and Linkedin use OKRs to create goals and boost their performance.
Turn themes into OKRs in 3 simple steps without breaking a sweat.