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Setting clear goals is very important to achieve success. OKR is one of the most popular goal-setting approaches. Since very few organizations have adopted and implemented OKRs effectively, there’s still an air of uncertainty about how they contribute to overall organizational productivity.
Here are a few common myths about OKRs uncovered.
There are many individuals who think that OKRs are just a waste of time and they’d act than set goals. OKRs sure do consume lot of time, but when you make them a crucial part of performance management, they can help you beyond expectations.
Having an objective pushes you to work towards achieving it and setting key results gives you an understanding of how to measure your success. If you successfully implement OKRs, they can give you more return than the time you invested in them.
When we say OKR, the first word that pops into our mind is ‘Google’. Google’s OKRs are popular for all the right reasons. Personalizing and implementing OKRs in their organization helped them focus better on their objectives and also promoted collaboration.
Many entrepreneurs think that OKRs work for Google because it’s a larger organization. But the truth is that OKRs work for both small companies and mid-sized companies in the same way as they work for large organizations.
Related: Top Companies That Adopted OKRs
In smaller companies, OKRs help achieve even the most ambitious goals by measuring and aligning individual goals to the organizational goals and in mid-sized companies, they help managers monitor the key results and ensure success for every department.
Aligning individual goals to organizational goals is an ideal approach, but not necessarily for every organization.
Different organizations function differently depending on the type of industry they belong to. While you can align OKRs with your business/ organizational goals, it is not always mandatory to align them with organizational goals. You can always choose to either align or remove alignment of OKRs to organizational goals
OKRs help you motivate employees to accomplish their goals, but they do not magically drive employee engagement. While OKRs help you set an objective and measure progress on it from time to time, they do not guarantee that every employee will consciously put effort to achieve it.
OKRs can only push employees to a certain extent. If the employees are disengaged, no matter how frequently the progress is measured, OKRs cannot engage them.
Related: 6 Creative Ideas For Employee Engagement
Many managers push their employees to create as many OKRs as possible so that they can be more productive. But OKRs do not work that way. In fact, having too many OKRs will lead to confusion among employees and might affect employee productivity.
Ideally, every employee should have two OKRs aligned with organizational goals and two personal development goals. This will keep it simple and help employees stay focused
Do you want to know how to implement OKRs successfully in your organization? Then click below!
