Author: Abhishek

Why do we need goals? Because measuring performance is a very important aspect of any organization and goals help us monitor and track employee performance. So why not shift to something that’s highly effective? Objectives and key results (OKRs) is one of the most popular approaches for setting goals and achieving them.

If you wish to keep your team on track and align the work with the organization’s overall objectives, OKRs are a really great way to do so. It is recommended that you set OKRs at your team level and then move to individual OKRs. If you are looking for examples to get started with OKRs for your engineering team, here are a few examples that can help you get started!

Critical thinking is the basic essence of OKRs. These are examples that you can use as base to start framing OKRs for your team. 

Also read: Wondering How to Conduct a Complete 360 Performance Review?

1. Objective: Improve software’s performance

Key Results: 

1. Create a checklist of standard procedure to follow
2. Reduce number of critical bugs by 10%
3. Reduce the average response time on the app to less than 500 ms
4. 30% reduction in runtime warnings

2. Objective: Improve quality in every release

Key Results:

1. Contribute to at least 1000 code reviews by the end of every sprint
2. Increase sprint capacity from 85 to 100 SP
3. Reduce bugs by 20% a week before release

3. Objective: Improve data security for users

Key Results:

1. Upgrade processes and reduce data migration time by 80%
2. Reduce occurrences of data breach to 100%
3. Reduce breakdowns in the peak hours by 90%
4. Increase security by 50% using new protocol for addressing product security issues

4. Objective: Update testing procedures

Key Results:

1. Increase unit test coverage to 75% of code
2. Revisit all open issues from 6 month old code and find up to 50 bugs
3. Less than 3 bugs reported by end users per release

Also read: How To Set Effective Employee Goals?

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Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.

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Get in touch with us to know more about the free remote working tool-kit. 

Did you ever wonder why your employees are not able to achieve their targets or why they are disengaged at their work? With everyone starting to work from home due to COVID-19, this situation has become even more common. There is a very simple answer to this: your employees don’t have clear goals. When employee goals are not set correctly, not only the employees fail, the organization gets affected too.  Continue reading “How To Set Effective Employee Goals?”

Most companies work hard to build and sustain a positive performance culture in their workplaces. Different companies have different culture.

Continue reading “Creating A Performance Based Culture At Workplace During A Crisis”

Imagine that it is your first day at your new office and you are bombarded with tons of project details and deadlines to be met. Sounds disastrous, doesn’t it? Employees need to understand the culture of work in their new workplaces before they get thrown into never-ending cycles of deadlines.

We aren’t telling you to excuse them from their actual job. But it is important to understand that employees need time to adjust to the new culture and goals at their workplace. This is where OKRs play a major role. At Engagedly, we use OKRs to set goals and objectives for employees so that they can understand how they are contributing to the bigger picture.

Also Read: 5 Things To Look For In An OKR Software

OKRs are one of the most popular and effective ways of setting goals and tracking them.

OBJECTIVES are something that you want to achieve, and KEY RESULTS are a measurable way to keep track of how close you are to achieve your objective. OKRs work on all levels, be it corporate, departmental or individual goals. Using OKRs promotes collaboration and helps you drive employee engagement in your organization.

Here are a few tips to set OKRs for new employees during their on-boarding:

Be Clear And Specific

It is impossible not to make mistakes when setting goals. After all, goals are just the blueprint for what you would like your employees to achieve. But as with many things, over a period of time, it becomes easier to set goals when you and your employee know what the employee is capable of and whether they have the skills to achieve the goals that have been set.

It also makes it easier to avoid goal-setting mistakes if you follow a process methodology for setting goals. One of the most commonly know goal-setting processes is that of SMART goal-setting. The concept of SMART goals seems to have first originated from George T. Doran in 1981. S.M.A.R.T is an acronym for:

• Specific–Have a specific purpose. If your goal isn’t specific, it’s going to be doomed from the start.
• Measurable–What is the point of setting a goal if you cannot measure it? When you can measure a goal, you will also be able to tell if the goal was met successfully or not.
• Achievable–There needs to be a sweet spot for your goals. They cannot be too easy, but nor can they be too difficult.
• Relevant–Goal-setting in itself is not enough–you must make sure that these goals are relevant to the people who will utilize them.
• Time-Bound–There needs to be a time period during which the goal can be carried out and the objective met. More importantly, when goals are time-bound, they also tend to be motivating.

The SMART method of goal-setting can help avoid major goal-setting mistakes. And of course, with time, it becomes easier and easier to use.

Align The Goals To Organizational Goals

Goal alignment is one of the most important aspect of goal setting because it allows users to not only align their goals with organization goals but it also allows them to see the big picture. For example, if one of the organization’s main goals is breaking into an as yet untapped market, the ability to align goals shows an employee how they are contributing to this specific goal.

There are software that allow you to see how the progress on your individual goals contribute to organizational/ department goals.

Also Read: Employee Performance Reviews : A Guide For New Managers

Trust And Encourage

As a manager, it is important for you to trust your employees’ capability to accomplish the goals set. Express your faith in them and encourage them to do better by regularly monitoring these goals. Be a positive influence on them and drive engagement in your team.

Feedback After Monitoring

One of the vital parts of employee goal setting is tracking their progress and actively help them with their goals. You can also choose to use a software that allows you to track employee progress on goals effectively by sending out notification to goal assigners each time the someone checks in on the goal and giving the goal assigners the ability to comment on each goal check-in.

The ability to comment on goals allows both managers and employees to have a discussion about the goal and the progress that is being made. Commenting is an easy way to foster communication without having to formalize it.

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How can you sidestep poor goal-setting practices? Engagedly can help! Request a demo from us to find out!

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There is a surge of start-ups in this era, some of whom start generating large sums of profits within a few years of foundation. Are you wondering how these companies manage to hit success so early?

Continue reading “Know How to Tackle OKR Challenges”

Are you having trouble staying motivated and sticking to your resolutions, just after a month into the new year? Well, you aren’t alone. You may set out with the best of intentions, but with unexpected emergencies, new initiatives, and competing priorities for your time and attention, it can be challenging to stay on track towards your long-term goals.

Fortunately, it’s never too late to course correct. Here are three things that you can do to reinvigorate yourself to work on your goals.

Continue reading “Sticking To Your New Year Resolutions 2020”

There are various different ways of goal setting for organisations, but very few are as streamlined as the Objectives and Key Results.

Continue reading “What You Need to Know About OKRs”

Using OKRs without realizing their purpose or objective makes them feel complex or unusable. However, it is possible for organizations to use OKRs, just like Google and also achieve some measure of success if you break down the process of goal setting and understand every aspect of it.

Continue reading “OKR Software For A Successful Business”

As an employer, how many times have you thought of employee happiness at your workplace and actually did something to make your employees happy?

Continue reading “Using An Employee Engagement Software For Driving Productivity”

In 1999, John Doerr made a presentation about OKRs at a fledgling startup.

Continue reading “How Can Organizations Benefit From Using OKRs?”

Employee retention is very important for every organization and recognition is the key tool to retain employees.

But most employers, even if they know the importance of employee recognition programs at workplace, cannot get employee recognition get done right.

Continue reading “Why Employee Recognition Programs Fail At Employee Engagement?”