Скачать с ютуб How to Create a Typical OKR Cycle: OKRs That Work Part 5 of 6 в хорошем качестве

How to Create a Typical OKR Cycle: OKRs That Work Part 5 of 6

Build your AI transformation Strategy in 30 Days 🚀 ➝ https://onstrategyhq.com/ai-contact-2/ OKRs are about aligning an entire organization in a single direction to drive a future state. It revolves around setting clear corporate priorities (generally on an annual basis) and then creating quarterly individual OKRs that align with those priorities. Let’s learn how to create a typical OKR cycle. You’ve set your company priorities and first quarter OKRs so that they are ready to go at the beginning of the new year (January). By the first week of February, everybody needs to report on their performance against their key results (KRs) in the previous month. These KRs need to be reviewed (preferably in a one-on-one). The process of reporting and reviewing should continue in this fashion throughout the quarter. At the end of the quarter, a more thorough team review is necessary to analyze how well the KRs were achieved against the objectives (Os). This will help us determine how to set Q2’s OKRs. Publish your results from the quarterly review. We want to track the performance of our OKRs toward achieving the corporate priorities. Helpful tips: ● It’s best if the quarterly reviews are existing meetings (use them as your routine executive meetings) ● Report performance every month, and in a typical OKR cycle, we review every quarter. However, you can also review monthly if you prefer! ● Incorporate discussions on strategy in your quarterly team reviews ● Ensure that executives visibly review. Teams need to see that executives care about the results and are reviewing those results ● Don’t skip any steps. Commit to the process you’ve created in the OKR cycle ● Publish the results. It’s exciting and motivating to visualize progress toward your goal! More information is available at https://www.OnStrategyHQ.com Download the guide here - https://onstrategyhq.com/okrs-that-wo...