How To Get Started With OKRs? Types | Process | Benefits | Templates

Introduction To OKRs

“Setting goals is the first step in turning the invisible into the visible.” — Tony Robbins

Fierce competition, ever-changing technology, and a capricious business landscape, coupled with the great resignation and aftermath of the pandemic, are the leading factors that are shaping global business. 

In this uncertain environment, how are organizations keeping pace with growth and development? 

While goal setting helps organizations keep track of their performance, it is essential to involve every employee in organizational success. So, how do you ensure that the entire workforce is committed to the organization’s goals and create initiatives that help meet those goals on time?

One of the ways that organizations can create, implement, and measure goals, is by adopting the OKR framework. It is one of the most popular and effective techniques that is used by organizations to achieve ambitious and aspirational goals. Through this framework, leaders and managers can keep a track of the employee initiatives and ensure their time and effort goes into the most productive activities. 

For decades, organizations have been using different approaches and methodologies to create and track employee goals. While there are multiple approaches available for goal setting, OKRs is one of the most widely appreciated and widely accepted throughout the world. It helps in articulating the organizational goals into simple objectives and provides measures to track and check the progress of every employee. Furthermore, it increases transparency in the organization and makes departments, teams, and individual employees more accountable for their key results.

As organizations are steering through pandemic-led challenges, it is difficult to track the progress and inputs of every employee. Moreover, setups like work-from-home and hybrid environments create barriers to communication, collaboration, and connection, which ultimately leads to less productivity and engagement. OKRs are a great mechanism to tackle such challenges and offer insights into employees’ deliverables.

Before we dive deeper into the intricacies of objectives and key results, let’s take a closer look at what it means to the organization and how it provides actionable insights to leaders.

OKR Templates

An OKR template is a document that helps organizations, teams, and individuals set up challenging and ambitious goals that are aligned. Also known as the OKR tracking template, it provides great insights into the achievements of team members and helps managers constantly track the progress of different goals. 

The leading industrial and HR experts at Engagedly have created a number of OKR templates that accompany different aspects of goal setting and tracking. You can customize these templates to use them for your organization and keep track of the most important organizational goals. 

okr goal setting, tracking, and rating template

What Are OKRs?

“One: set inspiring and measurable goals. Two: make sure you and your team are always making progress towards that desired end state. No matter how many other things are on your plate. And three: set a cadence that makes sure the group both remembers what they are trying to accomplish and holds each other accountable.” Christina Wodtke1, Author of Radical Focus.

Objectives and Key Results” (OKRs) is a goal-setting and leadership framework. With OKRs, businesses can communicate their desired outcomes and identify key milestones to achieve them. OKRs help companies align their teams with their overall strategy and drive meaningful progress towards their goals.

It became a globally accepted and acclaimed strategy after Google started using it in the 1990s’. Thereon, it has found its way from Silicon Valley to innumerable startups and the world’s leading organizations, like Microsoft, Dell, Baidu, and Adobe. 

But what makes it different from the other goal-setting methodologies like MBO (management by objectives) and SMART goals? Even though OKRs originated from MBOs, there are multiple differences in the structure, approach, goal review frequency, and degree of autonomy. OKRs help define the success strategy of the organization while encompassing the “What and How”, meaning they highlight the organizational objectives to be achieved and also provide a set of measures as key results. 

To have a clear understanding of how OKRs impact the organization, let us first look at its components.

Also Read: OKRs for new hires

Decoding OKRs

OKR is a great leadership exercise that can be conducted either monthly or quarterly. It helps align the efforts of resources toward achieving organizational goals by clearly outlining their objectives and the quantifiable actions necessary to achieve them. Keeping the focus on some specific and major objectives makes it easier to track their progress and ensures that the workforce is committing their efforts to achieving them.

What Are Objectives?

In simple terms, objectives are what is to be achieved. They are short, inspirational, organized, and clearly defined goals that lead to major changes in the organization. Objectives are aligned throughout the organization and are qualitative in nature. Properly designed and effective objectives ensure that the workforce does not lose sight of the goals and puts their maximum effort into them. 

The process starts with leadership deciding on 3-5 objectives to be accomplished. Then the departments and various teams under them set their own objectives based on the organizational objectives. The crux is to ensure the achievement of organizational objectives by channelizing the efforts of every team member.

An example of an objective: Increase overall traffic to the website blog

Qualities Of Objectives

Every objective in the OKR bears some unique qualities. It is crucial to understand them to set relatable and clear objectives. Some of them are discussed below.

  • Very Clear: It is critical to have clear, unambiguous, and direct objectives that are understandable by every employee in the organization. They should be written in a manner that is easily interpretable and quickly understood.
  • Challenging: Challenges make teams and departments in an organization collaborate and work towards the mission. You can either bore your employees by making them work on something easily achievable, or you can flex them by putting a challenging objective in front of them. But it is important to ensure that objectives are not impossible to achieve, as this may lower the morale of the team and put them off track.
  • Actionable: There are objectives that put your team to the test and offer them something challenging and actionable to work on and then there are objectives that seem vague and will put your team off. Creating actionable objectives is the key to imbibing enthusiasm in your employees.
  • Inspiring: Your employees should be energized while working toward your goals. By setting inspiring objectives, you can increase employee engagement and productivity and ensure they have something to look forward to. 

Also Read: OKRs for healthcare professionals

What Are Key Results?

Key results are a mechanism to measure the achievement of the objectives. Usually, every objective is followed by 3-5 key results that help in its accomplishment. They are measurable, specific, time-bound, and verifiable. They are signifiers that the objectives are in place and they support their evaluation by everyone in the organization. 

Additionally, organizations create scoring systems to evaluate the key results. Usually, the system is in the form of a score varying from 0 to 1. The movement on the scale indicates the achievement of the key results. 

Examples of key results

Below are the sample key results required to achieve the objective of increasing the overall traffic to the website blog.

  • Increase year-on-year traffic to the website by 100%
  • Optimize 50 articles every month
  • Publish 70 articles every month

Qualities Of Key Results

For key results to be effective and actionable, they should have the following qualities in them.

  • Measurable And Quantitative: Key results should be easily measurable in a unit or scoring system as defined by the organization. It should highlight the progress of the team or an individual towards the defined objective.
  • Supports Accomplishment Of Objectives: Achieving key results should be directly linked to objectives. A key result cannot exist on its own and must be related to the team or individual objectives.
  • Clear: Key results should be clearly defined and easily understood by the teams and individuals. The initial value and target score should be stated while setting the key results. 
  • Time-bound: Setting a timeframe helps employees stay focused on the activities. Hence, it is important to fix the start and end of all the key results. All team members must be notified about the dates of key result activities.

OKR goal setting expert demo

History Of OKRs

The history of OKRs goes back to 1974, when Peter Drucker2, an Austrian-American management consultant and business enthusiast, invented Management By Objectives, popularly known as MBO. It became the predecessor of OKRs. Drucker’s purpose was to enhance the productivity and performance of an organization by introducing objectives that were agreed upon both by the leadership and employees. 

It was in the 1970s that the co-founder and CEO of Intel Corporation, Andy Grove3, revolutionized the concept of objectives and key results. He used this concept to enhance the performance of Intel and increase revenue by manifolds. He used the MBO framework and tied the objectives with key results to create business excellence.

In 1975, John Doerr joined Intel and learned the concept of OKRs. He found it to be immensely useful in achieving objectives and empowering the employees. He then went on to teach the concept to the founders of Google, Larry Page and Sergey Brin, as an advisor while working at the venture capitalist firm, Kleiner Perkins. 

At that time, Google was in its initial stages and quickly adopted the concept. Since then, thousands of companies, from multinationals to startups and even kindergartens, have adopted OKRs and used them to become tremendously successful.

Also Read: Tips to set up OKRs during onboarding

Types Of OKRs

There are two types of OKRs: committed OKRs and aspirational OKRs. Committed OKRs are objectives that are achievable and realistic, while aspirational OKRs are more challenging and ambitious. Both have different purposes and methods for achieving them.

Categorization of OKRs is done on the basis of two questions: the first one is “What does the organization want to achieve?” and the second one is “How do we achieve it?”. By answering these questions, leaders can segregate the OKRs into two baskets: committed OKRs and aspirational OKRs. 

Understanding the differences between the types of OKRs helps organizations organize their resources and adopt the methodology that is most suitable for bringing in the key results, driving culture change, and increasing employee engagement. As the purpose of the OKRs is to align the resources towards the most important organizational priorities, it is therefore important to categorize the OKRs to get the most out of the time and efforts of the employees. Let us understand the differences between them and which methodology works best for the organization.

Committed OKRs

Also known as “roof shot goals,” these OKRs highlight the focus areas where the teams are expected to have a 100% achievement rate. An organization sets committed OKRs to focus the efforts of teams on such parameters whose achievement is critical and important to the success of the organization. 

Even though these OKRs are ambitious, they are still realistic and achievable. Hence, the teams are expected to deliver 100% on them. In a scenario where a department or a team finds that the committed OKR cannot be achieved in the current cycle, they must consult with the leadership and create solutions and alternatives to get the goals back on track.

Please note that there is no room for failure in committed OKRs. They represent the utmost priorities of the organization. Team members need to put their heads together to ensure the achievement of the objectives. 

Aspirational OKRs

Aspirational OKRs, in contrast to committed OKRs, are stretch goals which are impossible to achieve in a given cycle. The purpose of creating them is to push the departments, teams, and individuals to go further than the committed goals and think better in their approach and execution. Also known by the name “moonshots,” aspirational OKRs drive team efforts towards creativity and innovation. As long as the organization sees considerable and meaningful success, falling short on the achievement of aspirational OKRs is not considered a problem. 

Having a 100% achievement rate in aspirational OKRs is rare, and it turns out that if the teams were able to achieve it, then the OKRs weren’t aspirational. In such a scenario, an organization needs to work on improving the methodology of setting OKRs.

Committed Vs Aspirational OKRs: How To Choose?

A global multi-sector survey4 conducted by the Economist Intelligence Unit (EIU) with 500 senior executives from organizations with revenues of $1 billion or more found the following about goal setting.

  • Right implementing goals is critically important: 90% of the respondents shared that they failed to achieve all of their strategic business goals of wrong implementation.
  • Workforce capabilities define the success: 55% of executives found their business exposed to competitors because of inadequate delivery capabilities.

The above statistics highlight the importance of goal setting in the workplace and how it should be done in tandem with workforce capabilities. That’s why selecting the right mix of OKRs is important for organizational success. While an organization may want to have only aspirational goals to push their team to work hard and achieve more, having only aspirational OKRs can demotivate the team and exhaust them for never achieving their targets.

On the flip side, having only committed OKRs will inhibit the innovation, creativity, and problem-solving abilities of the team. They will never be attuned to failure and will be discouraged from risk-taking. 

The best approach to selecting aspirational or committed OKRs is based on the organizational culture and strategy. For innovative organizations like Apple, Alphabet, and Microsoft, going beyond the comfort level is imperative, and setting aspirational OKRs is a must. And for organizations that are more into operational activities, committed OKRs will serve the purpose. However, in the long run, as the organization grows, it is crucial to have the right mix of aspirational and committed OKRs to pivot the organization towards success. 

Also Read: Top companies that adopted OKRs

Benefits Of OKRs: Why Do You Need Them?

OKRs are the key to successful business planning. Organizations that have implemented OKRs found it to be immensely useful in creating an impact on the culture, business outcomes, engagement, and communication. Let us explore some of the benefits of using OKRs.

OKRs are the key to successful business planning. Organizations that have implemented OKRs have found them to be immensely useful in creating an impact on the culture, business outcomes, engagement, and communication. Let us explore some of the benefits of using OKRs.

Business Success

Time and again, it has been proven that organizations that opted for OKRs had tremendous success. The biggest benefit of OKRs lies in making organizations more agile and transparent. It aids in streamlining employees’ efforts to achieve real-world business outcomes.

By giving ownership to the teams to set their own objectives in cadence with the organizational goals, it increases accountability and makes them feel involved in the decision-making process. There is no doubt that organizations like Google, Netflix, and Microsoft have embraced OKRs and focused their efforts on achieving specific goals.

Strategic Alignment

The ultimate guide to okrs

Chris Zook and James Allen, in their book “Profit From The Core5” mention that between 1988 and 1998, out of 1,854 large corporations they surveyed, seven out of eight could not achieve profitable growth. Yet 90% of these organizations had detailed plans for growth. 

The startling statistics highlight how important it is to align organizations and employees with goal setting. While you are burning the midnight oil to prepare plans for growth, not having the goal alignment will not lead the organization to its desired objectives. 

OKRs help leaders, managers, and individuals align their efforts and focus on the most important goals of the organization.

Cultural Shift

For long, organizations have focused on output rather than focusing on outcomes. While many leaders still use the terms interchangeably, there is a lot of difference between them. In simple words, output is what the organization or a team does, and an outcome is the change accompanied by the output. 

By focusing on outcomes, OKRs help drive employee engagement, higher performance, and transparency in the organization. When continued for a long time, it embeds into the organizational culture and brings purpose, commitment, and innovation into the system.

Clear Communication

As per a report6 by HBR, around 95% of employees are unaware of the organizational strategy. The key to connecting, empowering, and engaging employees is clear communication. An organization that fails to communicate its objectives clearly, suffers losses and employee disengagement. 

Using OKRs can solve the challenges of communicating organizational, departmental, and individual goals to every employee. Weekly and monthly check-ins help create a communication channel to highlight any issues in the progress of any objectives. 

Also Read: 10 Best employee feedback tools to track performance

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OKR Process: How To Get Started With OKRs

The purpose of writing and implementing OKRs is to align the efforts of resources towards the achievement of core organizational objectives. They help bring purpose and meaning to the organization and offer employees something to look forward to. Even though all organizations create short-term and long-term business strategies, only a handful are able to execute them effectively and efficiently. Furthermore, non-alignment of resources with the objectives leads to substandard results and ineffective business delivery. 

Most organizations opt for OKRs to bring accountability, transparency, and alignment to the system to implement and execute business strategies. It is important to have leadership involved in the end-to-end process to get actionable results and bring substantial change to the organization. 

Creating and implementing OKRs can be cumbersome. It requires integration of teams and leadership to understand the complex problems to be solved and the mechanisms to follow. Let us now understand the process of getting started with OKRs.

The Ultimate Goal

A company’s ultimate goal is a pivotal point for the whole workforce. Departments and teams create their OKRs based on the objectives set by the leadership team. Hence, it is crucial to understand which objectives will solve the organizational challenges and which ones will offer growth opportunities. While there can be innumerable problems to tackle, concentrating on the mission and vision of the organization will help narrow down the most important aspects of organizational growth.

An example of an ultimate goal could be “to become the most preferred IT training provider in the APAC region.”

The best way would be to convert your mission and vision into overarching objectives and key results. This will provide a focus area for various departments and teams to create their OKRs that will support and contribute towards fulfillment of the ultimate objectives. 

OKR Cadence

The frequency with which the organization and teams set their OKRs is known as the cadence. Usually, there are two cadences in OKRs: quarterly and annually. As organizational objectives are directional and take a longer time to accomplish, their cadence is set annually. 

Departmental and team OKRs are more actionable and are set quarterly. The short-term cadence of departmental OKRs helps leadership change the strategy and direction if they are not contributing towards organizational objectives. 

Setting an OKR cadence requires meticulous planning and understanding of the business environment. Refer to the following points while selecting the cadence:

  • Uncertain market conditions require setting up a short cadence to accommodate the recurrent changes.
  • For startups that aim to achieve more in less time, it is preferable to set up a monthly or quarterly cadence.
  • For organizations that are prone to technological changes and stiff competition, a shorter cadence will work well.
  • Cultural and behavioral changes in the organization can be achieved through a short OKR cadence.
  • A long cadence is generally suitable for large and stable organizations that are prone to sudden changes in the business environment.

Writing Organizational Objectives

Having a single objective will keep the energy and efforts of the whole workforce focused and channeled. However, based on the industry, size, and growth prospects, an organization can create 3 to 5 objectives after taking input from various teams. 

It is important to involve all the key stakeholders in order to share their inputs regarding the most important organizational objectives for the next 12 months. The inputs collected from employees have to be evaluated against the company’s strategy and market position and then converted into objectives. Objectives should be specific, clear, and in agreement with what the organization should achieve in the next 12 months.

Keep the following pointers in sight while writing the organizational objectives.

  • Refer to the organization’s mission and vision statements.
  • Take past objectives into consideration and look at their key results.
  • Understand the most important business priorities that need to be addressed
  • Look at the OKRs that are performing well in the current cycle.
  • Understand the business and market complexities and decide what could be the pivotal point for the organization.

Writing Departmental And Team Objectives

Now that the leadership has decided the objectives to be achieved, it is time for departments and teams to create their objectives. They need to chart out the activities that will help the organization achieve its long-term objectives. The activities help keep the focus on the most important tasks that are vital for accomplishing the objectives. As team OKRs follow a quarterly cadence, it is important to craft objectives that can be achieved in the given cycle.

Setup OKR Scoring Method

How will you understand the progress your team has made towards an objective? To determine how well a team delivers on an objective, it is important to fix a scoring method. 

There are different scorecards used by organizations to indicate progress. One such method is using a scale of 0 to 1, where 0 indicates no progress made by the department or a team on the objective. One can also use a 10 point scale for scoring OKRs. 

The next step in measuring progress is labeling or benchmarking the scorecard. Labels help in understanding the overall accomplishment of an objective. For example, you can use labels like “30–40% as average progress and 50–75% as good progress.”

Communicate OKRs To Everyone

Sharing organizational and teams’ OKRs publicly helps in increasing the transparency in the system. Additionally, it brings more visibility regarding the organization’s most important priorities and helps employees collaborate to achieve their objectives.

Track OKRs

OKR tracker template

Successful implementation of OKRs lies in frequently tracking their progress by weekly check-ins and conducting a quarterly OKR review at the end of each cycle. OKR tracking assists in the following ways: understanding progress made on objectives, addressing any shortcomings, resolving any challenges encountered by the team, and motivating the team to continue putting in efforts.

Also Read: 10 Best tools for employee goal setting

OKR Best Practices

OKRs are an impressive tool to track and measure the progress of organizational objectives. But there are times when things can go haywire. And to prevent such events, it is best to follow OKR best practices that help avoid any hiccups and inefficiencies in the process. 

Onboard An OKR Champion

Creating and implementing OKRs is a challenging process, and many organizations fall prey to poor OKR adoption and implementation. To successfully incorporate OKRs into the culture and business, it is crucial to have an OKR champion. A person with expertise in the adoption, rollout, modulation, and review of the OKRs helps channelize and streamline the processes effectively. Furthermore, having an OKR champion will reduce the risk of running an incompetent and ineffective process.

Communicate OKR Benefits

To get the full range of benefits from the OKR methodology and framework, it is important that every employee in the organization is well informed about the process. By communicating the OKR benefits through different communication channels, leadership can ensure higher adoption and more visibility in the system.

Autonomy To Set Employee OKRs

Involving employees in setting their own OKRs increases their accountability, transparency, and trust towards the organization. Moreover, it will help employees choose the projects, tasks, and challenges that are more suitable for their skills and professional growth. Managers can hold discussions with the team members to understand their expectations and help them align their OKRs towards organizational objectives.

Hold Organization-wide OKR Review

To understand the overall impact of the OKR on the organization, it is important to hold an organization-wide review that discusses the achievements, setbacks, and improvement measures for the next OKR cycle. Such reviews provide OKR champions with insights to understand where the process is lacking and to suggest changes. It is important to note that the whole workforce should be part of the review meeting to incorporate the values of OKRs in them.

Mix Of Aspirational And Committed OKRs

As discussed in the previous sections, having the right mix of committed and aspirational OKRs keeps the workforce motivated and drives them towards organizational success. Additionally, labeling OKRs as committed and aspirational will allow employees to understand how much effort they have to put into a particular objective. 

Incorporate Learning In The Next OKR Cycle

The weekly check ins and quarterly OKR reviews provide valuable insights to the leadership to enhance the effectiveness of the process. Before setting the OKRs for the next cycle, it is important to look back at the feedback collected from the process and the managers and integrate them into the system.

Use Both Top Down And Bottom Up OKRs

An organization that is new to OKRs will naturally use the top-down cascading method, meaning the objectives are set up by the leadership and they trickle down to different teams and finally to the individual OKRs. On the other hand, the bottom-up approach allows employees to set up OKRs and convince the management of their adoption. 

Much research has pointed to using a mix of both top-down and bottom-up approaches. It helps in keeping up the motivation and involvement of employees in their work and also ensures the leadership vision and objectives are met.

Performance Review, Promotion, And Compensation

The purpose of creating OKRs is to align the efforts of the resources in reaching organizational objectives. But some organizations make the mistake of tying compensation, promotions, and performance reviews to OKRs, which can kill their essence of transparency and accountability. Employee performance evaluation is an entirely different aspect of a business and must not be married to OKRs.

The above pointers help to avoid common OKR mistakes that organizations make while creating and implementing OKRs.

Also Read: The ultimate guide to 30 60 90 day performance reviews

OKR Examples

Setting up OKRs can be challenging for first timers. But with experience and due diligence, one can create OKRs that bring in results. It is important to refer back to the past OKRs to avoid mistakes. Additionally, OKR examples can also provide quick insights to set up goals for various departments and teams. 

Below are some of the OKR examples to kick start the process.

OKR Examples For HR

Objectives  Key Results
Create an employee wellness program
  • Organize 5 mental health sessions per quarter for every team 
  • Organize 5 physical wellness sessions per quarter for every team
  • Conduct an online webinar per month on physical and mental health
  • Increase employee registration for physical fitness activities by 50%
Improved training and development opportunities for managers
  • Increase manager enrollment in learning courses by 70%
  • Ensure 100% course completion rate by quarter end
  • Increase assignment submission rate by 80% for every course

OKR Examples For Information Technology

Objectives  Key Results
Enhance client data security measures
  • Reduce security breaches by 100% by the quarter end
  • Conduct 5 cyber security training sessions throughout the organization
  • Increase compliance score by 50 points by the end of the quarter
Reduce website and application load time 
  • Decrease server response time by 3 seconds.
  • Increase code quality through code optimization from 2 to 3 by quarter end.

Product Management OKR Examples

Objectives  Key Results
Increase the count of daily active users on the application
  • Enhance the notification feature to increase daily notification from 1 to 10
  • Provide an application widget to directly sync the user’s calendar for the upcoming webinars
Increase reliability and scalability of the product for external stakeholders
  • Increase database security by 10% through the latest updates and code enhancements
  • Ensure all new joinees take mandatory data security training within 60 days of their induction
  • Resolve all outstanding client issues by the end of the quarter.

Sales OKR Examples

Objectives  Key Results
Increase quarterly revenue to $500,000
  • Work to increase lead conversion from 5% to 15% by the quarter end
  • Increase customer upsell from 7% to 10% by the end of the quarter
  • Increase customer acquisition in the APQC region from 10% to 15%
Increase high net-worth corporate client-base
  • Target corporations with more than $100,000 turnover.
  • Increase promotional outreach from 10 to 30 clients per month.

Customer Success OKR Examples

Objectives  Key Results
Provide state of the art customer enablement tools
  • Implement latest updates to reduce downtime and lags by 50%
  • Enable query automation to reduce waiting time
  • Launch mandatory tool updates every month
  • Reduce customer response time by 50% by the end of the quarter
Increase customer involvement activities
  • Increase mandatory training activities from 5 to 7
  • Launch 7 free certification programs for inactive customers
  • Increase email outreach for latest guides and white-papers from 4 to 8 every month

OKR Examples For Operations

Objectives  Key Results
Increase organizational productivity 
  • Automate file keeping, record maintenance, accounting, and bookkeeping tasks
  • Provide 1 training session every month to employees to reduce recurring tasks.
Incorporate learning management system to increase productivity and efficiency 
  • Launch 5 team specific training programs every month
  • Ensure 80% completion rate from all the departments
  • Mentor and coach 5 employees from every department for managerial positions

Also Read: The ultimate guide to engagement survey + template

Final Thoughts

OKRs have gained phenomenal success in the last two decades. From startups to multinationals, thousands of organizations have embraced it for reaching their ambitious and most challenging goals. Due to its simplicity in setting up and tracking key business results, many renowned leaders have used it for personal and professional success. 

Technically advanced OKR software, such as Engagedly, makes it easier for quick adoption and implementation of OKRs. It offers excellent insights into understanding the progress of your important objectives and provides an execution focused approach to aligning and tracking performance outcomes across the organization. 


Book a free OKR demo with our experts to explore the complete set of features of the Engagedly’s OKR software or for a free 30 min OKR consultation.

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Setting OKRs For Success In 2024

Are you aligning your employee goals with your organization’s goals? If not, 2023 is the right time to start. With your teams mostly functioning remotely or hybrid, OKRs are a great way to keep them focussed towards a common goal and achieve results.

Globally, they have become an indispensable part of performance management in organizations. Objectives and Key Results (OKRs) methodology is one of the most simple and effective ways for goal setting and monitoring at workplaces.

Brief History Of OKRs

OKRs were introduced at Intel in the ’70s by Andy Grove and were made famous by John Doerr when he introduced it in Google in 1999 as a “management methodology that helps to ensure that the company focuses efforts on the same important issues throughout the organization”.

Also Read: How to build a successful upskilling and reskilling program

Now multiple industries across different domains such as Amazon, LinkedIn, GoPro, Salesforce, Target, Duns and Bradstreet have adopted OKRs as their goal-setting framework.

 

goal setting guideCreate Your Goals

The first and most crucial step for setting up OKRs is to create business goals based on the company’s annual strategy. This step involves collaborating and brainstorming with different departments and understanding how the organization collectively will achieve the OKRs.

Remember that your OKRs should answer these two questions:

Objectives–What Do You Want To Achieve?

Key Results–How To Know If You Are Getting Closer To Achieving It?

Example:

Objective: To improve inbound lead processing by 52%

Key Results

  • Website enquiries answered within 24 hours
  • 50% sign-ups given product demonstration within first 2 days
  • Minimum questions on landing page to prevent customers from losing interest

Objective: Leverage product feature that is ranked most popular in the market

Key Results: The heat map of the website shows 60% of visitors focus on a primary feature of the product and the remaining on secondary features. Feedback received from customers indicates the product’s primary feature provides 2x more value.

Also Read: The Essential Guide To OKRs: Your Ultimate Tool To Setting Winning Goals

Introduce OKRs To Your Team

It is important to introduce your team to the OKR methodology and give them an opportunity to familiarize themselves with the whole process. While there are a number of OKR guides out there, why not go to the one that is synonymous with the term OKRs? Google has an OKR guide that will take users through history. It will help them set up and even teach them how to write actionable OKRs.

Before moving on to the next step, make sure that your teams understand why OKRs play an important role in the growth of a company and how alignment of goals works internally.

Create and Align Individual OKRs To Team / Business OKRs

Once all your teams are sufficiently familiar with the approach, encourage them to draft their own OKRs. Collaborate with them and help them create their OKRs. This can sometimes lead to conversations that help you understand your teams and their plans better. It allows employees to understand an organization’s expectations of them.

All goals need to be aligned with an organization’s goals. That is the true purpose of achievable goals and objectives. Once your employees have set their individual OKRs, align their goals with company OKRs or business goals of your company.

Also Read: How Performance Management Has Changed In 2021

Monitor Progress and Share Regular Feedback

Now that all your teams understand the purpose of OKR methodology for goal setting and have set their individual OKRs and successfully aligned them with company OKRs, all you need to do is review these OKRs before they start working on them. Review the OKRs of all your teams and make sure that their OKRs align with the company properly.

The next step is to monitor these OKRs. You have to keep track of the progress your employees make on these OKRs in the coming days. Monitor how regularly your teams are checking in on their OKRs and keep track of their progress regularly and modify the OKRs if needed.


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Gender Equality Challenges in Leadership and How to Overcome Them

Gender Equality at work

Did your Director just thrust his hand toward your face while you were speaking in a board meeting? Was this just to get the POV of your male colleague? We have all been there. The humiliation. The sheer unprofessionalism of that one solitary gesture. Yes, you guessed it right. Today, in this blog, we are going to dive head-on to unravel the five major gender equality challenges women leaders face in today’s global economy. We shall also try to find tips and tricks to combat these challenges and triumph!

The prejudice and discrimination, silent and sinister, have created gigantic hurdles for female leaders everywhere. In an idyllic statement, Sheryl Sandberg, COO, Facebook, professed that “In future there will be no female leaders. There will just be leaders.” But how far are we from that idealistic world? Why is that Utopia, where there are no gender equality challenges, still a distant dream?

Why is there such a blatant gap in employment in the workforce between men and women?

World Population Prospects 2022, the official report from the UN, stated that there are going to be 8 billion people on this planet. And it turned out to be true. Think about it. 8 billion people. But according to the Global Gender Gap Report 2022 published by the World Economic Forum, only 36.9% of women were hired into leadership roles in 2022, a mere 3% increase from 33.3% in 2016. 

Why to this day do such rampant gender equality challenges abound?

The global women leaders summit organized by GIWPS and The Rockefeller Foundation on June 20-23, 2022 addressed the urgent need for action to advance gender equity. One of the signatories, Nicola Sturgeon, the First Minister of Scotland, announced that “Women leaders are a catalyst for change.” But this begs the question that why is the percentage of these catalysts so low in the global workforce? 

A report published in 2021 highlighted that the industries with the lowest share of female representation in the overall makeup of the industry were Technology, Agriculture, Energy, Supply Chain and Transportation, Manufacturing, and Infrastructure. 

Why is it that when it comes to hiring women in leadership roles, organizations take a one-step-ahead-and-two-steps-back approach?

 Let’s dive right into the heart of these problems and work our way through the tips to combat the challenges.

Five major gender equality challenges in leadership

The Vicious Loop of Bias-Prejudice-Discrimination

The biggest hurdles many female leaders face are bias, gender stereotypes, and preconceived attitudes about female capabilities. It can also be the manifestation of a socially conditioned brain thinking, “Oh! She’s just a woman. Women can’t lead.”

Prejudice against female employees is fatal in management and leadership spheres. It makes it onerous a task for female leaders to become women who climb to executive levels.

In today’s society, outright bias and discrimination are unethical and disapproved of. Many female leaders daily fight the subconscious judgment prevalent at their workplace. Therefore, they are often less likely to be promoted.

Gender equality challenges at the workplace

How to fight this loop?

Many businesses spend time considering how to bring in a more diverse workforce without having a clear strategy. Culture and organizational paradigms play a role in this. 

More than just laws and hiring procedures, creating an inclusive workplace matters. Everyone should feel respected, heard, and be able to make a difference while advancing their careers.

The single most effective action a company can take to encourage more women leaders is to foster a culture of “Conscious Inclusion” by increasing people’s motivation, awareness, and ability for decision-making. Lead, consider, and take action with the awareness of involving everyone. Business leaders need to walk the talk and lead by example.

Also Read: Building Diversity and Inclusion at Your Workplace!

Glaring Pay Disparity

Women in executive jobs still make between 8% and 25% less than male executives in the same positions, despite the gender pay gap of the 1990s decreasing. In most firms, there are fewer female leaders than male leaders. Even in the C-suite, women are frequently paid less than men.

Even if equal compensation for women executives should be a goal, that alone is not the answer to this problem. We have Chidi King, Director of the Equality Department of the International Trade Union Confederation (ITUC), stating a fact that women are still getting paid 23% less than men in the same jobs.

Companies must check the availability of promotions. Women are frequently found in lower-paid leadership roles. Because they have less chances to achieve “high-paying” C-suite positions, these female leaders are compensated less. 

Pay disparity in gender

How to bridge the gap?

Samir Modi, Managing Director of Modicare Enterprises, has shared an interesting two cents on this. 

He says, “Women bosses exude positivity and can handle immense responsibilities with great finesse. They also bring in natural leadership attributes such as empathy and display higher emotional quotient, which are absolutely necessary in navigating through the complex business environments that we operate in.” He also goes on to expound that one must practice equality at home to achieve it at the workplace.

The only way to master this hurdle is to make a stand. 

  • Leaders must create a safe work environment where any employee who has put in the effort, doesn’t shy away from reaping the rewards. 
  • People leaders and managers must be trained and groomed to be approachable so that no one hesitates to talk to their immediate supervisors. 
  • Business leaders have a love for data. Leaders should inculcate the culture of data-oriented analysis and discussions throughout the org.

Also Read: What Is Pay Transparency? Pros and Cons

The Arduous Chain of Expectations, Rising Stress Levels, and Burnout

One of the key insights that we have unearthed from Deloitte’s Women at Work 2022 report is that almost half of the women polled report feeling burned out, and 53% report that their stress levels are higher now than they were a year ago. This has, thus, become a major player in the gender equality challenges that we perceive worldwide.

Only 43% of people feel comfortable discussing mental health issues at work. The “always on” culture is still prevalent. Just over one-third of women evaluate their ability to switch off from work as bad or very poor. 42% of that group are concerned that their professional advancement will be hampered if they are not always available.

The question that pops into our mind is a resounding ‘Why?’.

Also Read: How to Foster a Positive Work Environment and Reduce Anxiety!

Why is it that women leaders and workforce are not able to adapt to and adopt this ‘hustle culture’ with aplomb? 

There are multilinear narratives to answer that. The major factors are:

  • There are frequently less demands placed on female leaders than on their male colleagues. Even in senior management roles, women are more likely to report feeling compelled to:

-Balance being liked and respected

-Overcome assumptions

-Deal with gender-related expectations

  • These lead to a constant condition of walking on a tightrope, especially for women leaders.
  • Furthermore, global research continues to show that women often have lesser career advancement opportunities and are less likely to be assigned “authoritative” roles. 

Even brilliant women leaders, thus, feel the need to constantly prove their mettle to survive in the corporate jungle. 

  • While the hybrid method of working offers advantages, such as the ability for many to keep the flexibility that remote working can provide, it also raises the possibility of exclusion for those who are not physically there. Nearly 60% of women who work in hybrid contexts believe they have been left out of significant meetings, and nearly half claim they do not have enough exposure to leaders, a crucial factor in career advancement and sponsorship. 

burnout at workplace

How to break this chain?

The major mantra to combat this chain is ‘Building a positive and nurturing workplace.’ 

  • Companies must set the bar high enough and control unfair demands if they are sincere about supporting a culture that empowers female workers. 
  • Women must be given appropriate tasks and well-deserved promotions to prove their leadership ability. 
  • The best way to promote career advancement for women is to ensure equal access to promotions and new leadership positions. 
  • Mentorship programs and development strategies will be a huge boost to their careers and network.

The Oppression of Sexual Harassment and Microaggressions

Yes, even after the mega-publicized and still ongoing #metoo movement, there still exists gender-based harassment at every nook and cranny of today’s global economy. 

Women who hold leadership positions are sometimes thought to be less deserving than their male counterparts. This may result in decreased collaboration and unprofessional behavior from people toward female leaders. One explanation for this is that women in positions of authority are more likely to encounter a range of unfavorable situations, such as sexual harassment, discrimination, microaggressions, unconscious bias, etc.

According to the Women in the Workplace 2022 report by LeanIn.Org and McKinsey & Company, 55% of women in senior leadership positions have experienced sexual harassment at work. 

As women leaders advance toward higher positions in management and leadership, they face the most traumatic hurdle of the gender barriers in the workplace, which is sexual harassment. This demon is like the mythical monster Hydra, with many ugly heads, like:

  • Sexual animosity
  • Undesirable body language or gestures
  • Derogatory statements or innuendos
  • Lewd and salacious intent and attempts

The Deloitte report divulges that the majority of women (59%) have experienced harassment (such as unwanted physical advances or repeated disparaging comments) and/or microaggressions (such as being interrupted or talked over, being patronized, and so on) over the past year at work, an increase over the 52% who reported experiencing harassment and/or microaggressions in 2021.

To deal with the harassment, many women are compelled to leave their professions, switch careers, or cut back on their work hours. Such behaviors could compel individuals to pass up important opportunities and further impede their job growth. 

How to battle this?

Business leaders worldwide need to, rather, should be forced to implement anti-harassment training for each and every vertical of their companies. But, people have a tendency to be deaf as a post to the message conveyed in training and workshops. So, conducting sessions won’t do. Leaders need to set an example. 

  • A zero-tolerance policy needs to be prioritized and set.
  • Lenient work culture and attitude toward harassment encourages such lewd advances more. Transgressors should be dealt with utmost severity and punishment.
  • Ignoring the victim’s complaint leads to a betrayal of trust and further shatters the victim’s morale. This should never happen. Every organization must have an anti harassment committee which needs to hear both parties and pass on fair judgment.

The Uphill Climb Toward Becoming a C-Suite Leader

One of the greatest gender equality challenges that our women leaders face these days is making their way to the sacred C-suite. More and more women are bagging the roles of managers and supervisors, but walking in the hallowed walls of C-suite in the corporate world is still a distant dream for many female leaders today.”, says Aishwarya Khan Bhaduri, the Marketing Manager at Engagedly. 

The glaring factors we stumbled upon, while doing a root cause analysis, are: the significant lack of mentorship and preconceived notions. 

Anyone who has held a position in a huge organization is aware of the value of sponsors and mentors in advancing one’s career. Men still outperform women when it comes to creating a strong professional network, though. In certain circumstances, women are over-mentored and under-sponsored. 

According to Dr. Konrad, an Ivey Academy professor, research reveals that people are much less inclined to recognize women’s expertise than they do men’s. 

Decision-makers at the highest levels in the largest, most-powerful business organizations continue to be men,” Dr. Konrad says. “Men prefer to be led by other men, and show a clear anti-female bias in their ratings of leadership effectiveness.”

female business leaders

How to scale up?

  • Leaders should drive toward helping promising female leaders break the proverbial glass ceiling and rise to the executive ranks. 
  • Every vertical in an organization should have advocates, mentors, and sponsors for guidance.
  • Women in the C-suite must not be reluctant to participate in discussions about modifying current procedures and structures in order to foster a more inclusive environment.
  • Each and every leader today should imbibe the mantra of ‘be the change to make the change’ and throw away all preconceived notions of gender bias that have been mentally conditioned since times immemorial.
  • A big no-no to the culture of patronizing the ‘little woman’. Gender equality will then be a predominant truth and not a challenge.
  • Women leaders need to empower themselves and remember that their worst adversary is equivocation. They need to know what they want and take the bull by its horns.
Also Read: Five Inspiring Examples of Coaching and Mentoring at the Workplace!

Final Thoughts

General Motors Chair and CEO Mary Barra shared her encouragement for women in the workplace by pleading with all women employees to “Find your voice. Have a point of view.” “Too often”, she said, “women are discouraged from speaking up, which can close the door to future opportunities.” 

Many businesses are ignorant of the gender equality challenges that women encounter at work. The only effective approach to learn is to evaluate the culture of your company, then figure out how to improve the culture and provide female leaders with the resources they need. 

Leena Nair, CEO, Chanel, equivocates that “to create a balance we need to change the men, the women and the culture.” Before joining Chanel, she was the Chief HR Officer at Unilever where she in her own words, “…feel especially honored in steering Unilever to a more balanced future. 

As a woman who has experienced being in the minority, I have empathy for anyone who feels marginalized. I take it personally.”


Employee Engagement


Frequently Asked Questions

Q1. What are the top five challenges faced by female team members?

Ans. Female team members face quite a few challenges at the workplace. A few them would be:

  • Gender discrimination and prejudice
  • Lack of acknowledgment for hard work
  • Opinions and ideas not being valued
  • Sexual harassment and other types of microaggressions
  • Anxiety

Q2. How does gender inequality affect leadership?

Ans. Women are seriously underrepresented in leadership. Authoritative roles in decision-making and management are, often, not assigned to women leaders.

Q3. What is the best solution for gender inequality?

Ans. Here are the top five solutions to battle gender equality challenges at the workplace:

  • Always assess employees based on skills and data
  • Eradicate the pay gap
  • Emphasize on having a work-life balance
  • Serious punishment for harassment cases
  • Proper mentoring programs

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5 Tips for Leading Multigenerational Teams to Success

People want different things — it’s no secret. Depending on their social and economic status, education level, or unique preference, every person has their own set of priorities. And it is these priorities that determine what they want out of a job.

But while we, as a society, may be aware that people need and want different things, the truth is that modern management strategies still haven’t figured out that there’s one considerable obstacle to leading a team to success: age.

Because 19% of the modern workforce is actively disengaged (Gallup’s technical term for being miserable at work), it’s easy to conclude that great leaders need to find new ways to bring workers together. And that’s not just for the sake of organizational success but also to achieve higher job satisfaction levels, which, in turn, drive company-wide results.

So, if you’re a small business owner or manager looking to do what’s best for their multigenerational team, here are the best strategies that will allow your team to thrive.

Understand What Drives Workplace Satisfaction for Your Team

As you work towards developing your leadership style that will encourage success, you have to find out one thing: what is it that makes your employees happy?

By taking the time to understand your team and analyzing employees’ feedback to identify any discrepancies in terms of priorities, you can adjust your leadership style, set team goals, and even encourage your workforce to discover new meaning in their day-to-day tasks to make everyone happier and more productive.

Obviously, the best way to understand your multigenerational team is to conduct a survey and ask about their top priorities at work. However, if you don’t have the time or resources to do that, you can still find plenty of resources on what people want to get from their jobs.

Also Read: 15 Effective Ways: Keep Your Employees Happy Without A Pay Raise

In July 2019, SurveyMonkey and CNBC conducted an online survey asking people what made them happy at the office. The results revealed that most workers’ job satisfaction was boosted by finding meaning in their work. But it’s worth knowing that monetary compensation, autonomy, development opportunities, and recognition also played significant roles in helping people feel satisfied with their work.

multigenerational workforce

Source: cnbc.com

And a recent article from Flamingo collected data from multiple resources, identifying the five most desired employee benefits. According to the company’s research, these include health insurance, PTO, retirement plans, flexible work, and wellness programs, and the guide gives plenty of great advice on how to provide these benefits and what to expect in return.

Define Communication Preferences and Expectations

One of the greatest difficulties for multigenerational teams is that every age group has specific preferences regarding the proper way to communicate at work. 

And, sure, it may not seem that significant whether you assign tasks via email, face-to-face, chats, or Slack. However, research shows that defining communication guidelines (and stating why they need to be followed) might be one of the most impactful things you can change to lead your team to success.

According to a survey conducted in 2017, individuals over the age of 55 have a strong preference for voice communication. Conversely, younger employees (aged 18-44) favor digital communication methods like text and email. 

multigenerational team

Source: statista.com

So, an older employee may find it oddly strange (or even disrespectful) that their manager prefers to send them an email regarding a relevant matter than a call. Yet, data shows that over 20% of people still think it’s inappropriate to call someone without texting them first.

The good news is, leading a multigenerational team does not have to mean communication struggles. In fact, the solution can be as simple as doing a couple of easy things.

First, ensure that your employees know what to expect from you regarding team communication. If you insist on managing projects through online tools so that all information is easily accessed by those working remotely, just say so. Your employees will understand.

Also Read: Why Does Workplace Communication Matter?

Secondly, find out people’s unique preferences. If you need to communicate with someone one-on-one, ask them how they prefer to do it. Then, be prepared to meet them halfway. 

Yes, older employees can change their way of thinking and accept modern, informal, or faster communication methods they’re not entirely comfortable with. But, if you can do them the courtesy of having important conversations face-to-face, you’ll show that you’re a leader who cares about them and nurtures intimacy and trust, both of which are crucial for a team striving for success.

Identify Strengths and Encourage Stimulating Work

A recent survey from Gallup revealed that as many as 58% of job seekers think that the way to achieve job satisfaction is to be allowed to do what they do best. 

So, as a leader of a multigenerational team, you need to understand that one of the most impactful things you can do to drive success is to identify your employee’s strengths and encourage them to do work they find stimulating. 

The fact that your employees belong to different generations gives you the advantage of having multiple points of view on the same topics. Plus, working with a diverse group of people could also allow you the flexibility to find out what your workers love to do. You can offer them the opportunity to spend at least a portion of their workday on tasks that feel meaningful (or downright exciting).

Also Read: 7 Remote Work Best Practices: The Key to Success

For instance, if you check out a business like Eachnight, you’ll see how well multi-generational (and multi-disciplinary) teams can work together to solve consumer pain points. 

Because it targets people of all ages, Eachnight understands that producing valuable content requires different approaches. And, thanks to the fact that its team includes a large number of people — from well-established and experienced surgeons to health and wellness coaches to young content creators — the brand is capable of creating unique resources. For example, the mattress quiz shown below is a piece of interactive content that none of the company’s competitors offer. And the way Eachnight acquired it is by simply allowing employees to do what they do best and what they find exciting.

Create Opportunities for Bonding and Collaboration

If the above example teaches us anything, it’s that success must be preceded by collaboration. So, if your goal is to successfully lead your multigenerational team, it might not be a bad idea to set aside a generous amount of time for team building.

Now, you can choose a host of team-building activities, depending on whether you want to help people bond, encourage creative thinking, or nurture their problem-solving skills. But the one thing you should remember is that, in general, people form stronger bonds when they have the opportunity to interact face-to-face

With this in mind, it might not be a bad idea to insist on your entire team coming together at least once a year.

Yes, getting everyone in the same room might sound like it’s outside your budget. But there are always ways to work around financial constraints. So, if you’re thinking about organizing a team retreat to encourage employees to build closer relationships, make sure you do your best to plan something fun, and rest assured that the results will more than justify the cost.

Don’t Neglect Your Own Growth as a Leader

Finally, as you explore ways to help your multigenerational team to do better, don’t forget that your role as a leader is just as important as your employees’ role in achieving success.

With this in mind, you must work on your leadership skills as diligently as you work towards helping your employees achieve the desired results. 

Also Read: 6 Leadership Challenges In The Workplace & Ways To Overcome Them

Explore resources that will open your eyes to new leadership techniques. Be prepared to gather and accept employee feedback (yes, even if it’s negative). And learn to acknowledge your mistakes and commit yourself to always trying to do better.

Is perfect leadership a destination you will ever reach? Most likely not. But rest assured that if your team sees how hard you are working on improving yourself, they will be just as inspired to invest in their own professional growth. Moreover, they’ll be more ready to widen their horizons, learn new skills, and collaborate with peers whose points of view they may not entirely understand (yet).

In Closing

There you have it, some of the best tips for leading multigenerational teams to success.

As you can see, the best way to bring people together, regardless of age, doesn’t necessarily depend on technical tools or strategies. Instead, the most impactful thing you can do is practice open and honest communication and encourage everyone to keep an open mind. 

As a leader of a multigenerational team, don’t be afraid to do things differently and disregard age-ist stereotypes. Work with your team to build strong relationships, encourage lifelong learning in your organization, and accept that our differences aren’t an obstacle but an opportunity to come together and do something great.


multigenerational team


Frequently Asked Questions

Q1. What is a multigenerational workplace?

Ans. A multigenerational workplace includes employees from different generations such as baby boomers generation, Generation X, the millennial generational, and Generation Z.

Q2. What are some of the challenges in a multigenerational workplace?

Ans. Some of the challenges include:

  1. Communication issues
  2. Negative stereotypes
  3. Varying employee expectation

Q3. What are the significant benefits of a multigenerational workplace?

Ans. The benefits of a multigenerational workforce are:

  1. Learning/mentoring opportunities
  2. Knowledge transfer
  3. Problem-solving abilities
  4. Different perspectives
  5. Unique relationships

This article is written by Natasha Lane.

Natasha Lane

Natasha is a lady of a keyboard and one hell of a geek. She has been working for, and collaborating with, individual clients and companies of all sizes for more than a decade. Natasha specializes in writing about design, branding, digital marketing, and business growth. She is also addicted to art in all its forms and grilled tofu.

Quiet Quitting: Everything You Need to Know

Quiet quitting has become a social media sensation in recent days, especially among Gen Z and millennials. It might sound like someone is silently putting in their resignations, but the reality is different altogether. In fact, quiet quitting is a trend wherein the employees of a workplace stick to a bare minimum. It is a rebellion against the ‘hustle culture’ where employers ask employees to go above and beyond to get work done.

The COVID-19 pandemic affected everyone’s lives in more than one way. It caused people to reconsider their chosen career paths. According to the U.S. Bureau of Labor Statistics, 71.6 million people quit their jobs during the Great Resignation, which went on from April 2021 to April 2022, for a monthly average of 3.98 million. This also paved the way for another phenomenon called “Quiet Quitting.”

Let’s explore all you need to know about this new phenomenon happening at work, but first, let’s answer what quiet quitting is.

What is quiet quitting?

Quiet quitting doesn’t mean employees leaving their jobs. They limit their tasks to only what is strictly required to match their job description. For some, quiet quitting is a form of rebellion against the hustle culture. 

When employees choose to quit, they just want to do the bare minimum instead of working for extended hours or taking up any additional work. Their main concern is to get the job done. Therefore, they are setting boundaries for their professional work and focusing more on their work-life balance. 

These employees are still performing their jobs, but they are not adhering to the ‘work is life’ culture in order to lead their careers and stand out to their employers. They stick to their job description, and when they get home, they put work aside and concentrate on non-work obligations and activities.

Quiet quitting, on the other hand, could indicate that a person is dissatisfied with their job or is suffering from burnout. Quiet quitting is a strategy for an employee to deal with burnout and relieve stress. It could also indicate that they are ready to move jobs or are already seeking one.

Burnout at work and quiet quitting

Who are the employees quietly quitting?

According to Deloitte’s 2022 Global Gen Z and Millennial Survey, Boomers and Gen-X approach work very differently from other generations. While older workers like the “up and grind” mindset, current generations are more focused on a healthy and balanced lifestyle.

According to a survey conducted by ResumeBuilder.com, 25% of employees across all ages stated they perform the bare minimum at work, but this figure rises to 30% among millennials. In comparison, just 8% of workers aged 54 and up reported decreasing productivity. While millennial employees are more inclined to be quiet quitters, unhappiness in other generations is evidently widespread.

What’s the reason behind quiet quitting?

The biggest reason for quiet quitting these days is burnout.  According to a Microsoft survey of 30,000 workers, 54% of Gen Z employees don’t hesitate to quit their jobs. This is mainly because they want to get into jobs they prefer suitable for themselves.

The World Economic Forum rates youth disillusionment one among the many immediate dangers in its 2021 Global Risks report. According to the findings, mental health has deteriorated since the onset of the pandemic, leaving 80% of the youth workforce vulnerable to despair, anxiety, and disillusionment. 

All of these factors are a big reason for quiet quitting. We have listed here a few other factors responsible for quiet quitting to gain popularity among working professionals.

Promotes mental wellness

Several studies have found a correlation between work-life balance and mental health. This movement seeks to restore balance where work has infiltrated your personal time. It can also assist you in distancing your self-worth from your work. When all you have is work, it’s difficult not to derive a sense of worth from it.

Protects against burnout

Burnout was recognized by the World Health Organization in 2019 as an occupational syndrome. The characteristics can be emotions of depletion, tiredness, cynicism, mental alienation from work, and poor performance. Overwork causes burnout, which can have long-term physical, emotional, and mental health consequences. Overwork and a lack of self-care can lead to burnout, which can be harmful to both the individual and the business.

Many people who suffer from burnout wind up taking time off work or working at less than full capacity. Quiet quitting can improve the balance of work and personal life, potentially preventing burnout before it occurs.

Improves workplace relationships

When employees are content, their productivity rises. This can even help if you’re preoccupied or don’t want to be present. Furthermore, when people are joyful, they are less tense and find it easier to establish friends at work.

Another effect of the quiet quitting trend is that simply completing your job eliminates the bad impact of continuously feeling in competition with colleagues.

Experts say that rather than being concerned about lost productivity, employers can take advantage of the silent quitting trend. They can encourage employee well-being and provide a conducive workplace.

Also read: Building a positive workplace culture!

Signs of quiet quitting at work

Quiet quitting signs might vary based on the employee’s reasons for wishing to take a break from work. If an employee is actually dissatisfied, the indicators may be far more visible than if they simply seek a better work-life balance.

As an employer or a team leader, it is important to know why employees are quitting. Then only you can find a solution. But how are you going to know that? Here are some quiet quitting examples by which you can understand the phenomenon better.

  • Skipping work-related meetings
  • Late arrivals and early departure
  • Low productivity
  • Low participation in team activities
  • Lack of enthusiasm for work

Impact of this quiet quitting trend on businesses

According to the Gallup State of the Global Workplace study, employees who are alienated at work cost the world economy $7.8 trillion in lost output.

With fears of an approaching economic slump circulating, employers are concerned about productivity levels. For instance, non-farm worker productivity in the United States declined by 2.5 percent in the second quarter of this year compared to the same period last year. According to the Bureau of Labor Statistics, this is the steepest yearly reduction since 1948.

Companies such as Google are indicating that layoffs are inevitable in reaction to decreased productivity. These layoffs are costly for both employees and companies, with the cost of laying off one person equal to 200% of the employee’s income.

Impact of this quiet quitting trend on employees

Slacking off at work can produce tension among coworkers because some are left to compensate for others. This, in turn, fosters a toxic working culture, which may compound employee unhappiness.

While the Great Recession resulted in more jobs relative to experienced workers, an impending recession has shifted the calculus in favor of employers.

According to a new poll conducted by consultancy firm PwC, half of the respondents in the United States planned to reduce their staff, including companies such as Apple, Peloton, and Walmart. According to a July research by a job-search service, 60 percent of job searchers feel a greater need to find work now before economic conditions worsen.

This suggests that employers have an advantage over employees. Quiet quitters or those accomplishing the bare minimum may be the first to depart in this scenario. Quiet quitting can jeopardize their future possibilities as well. Furthermore, underperforming employees may build a terrible reputation that will accompany them for the rest of their lives, especially when HR services are being outsourced and digitalized.

What can businesses do to counter the impact of quiet quitting?

Organizations must ensure that employees don’t suffer from burnout. Employees should be allowed to set realistic boundaries. For example, most employees feel guilty about taking yearly vacations as they feel it might impact their careers.

To combat the bare minimum norms, employers must urge employees to take care of their health. Furthermore, they should encourage breaks. If a company wishes to have a great working culture, it must respect the emotions of employees.

Favorable work culture will most likely result in increased production and productivity. Only then companies can finally solve the true issue with ‘quiet quitting.’ No one wants to feel like they’re getting a bad deal at work. If you want the best deal for your company, allow employees to have open discussions about what they feel and how they like to see things at the workplace.

Promote open dialogue

Employees must feel safe approaching their bosses with any problems or challenges they may be having. Managers should also make a point of checking in with their personnel rather than waiting on them. Employees who can approach their superiors openly are considerably more likely to discuss topics that are important to them, which affects their job engagement.

Encourage a good work-life balance

Maintaining a healthy work-life balance is critical to keeping your workers interested and satisfied at work. Assure that your workforce has the ability to take a vacation, sick leaves, or personal day offs as needed. If possible, avoid scheduling too many meetings on late evenings or weekends.

Make sure your staff feels appreciated

Employee rewards and recognitionEmployees who feel respected, valued, and appreciated at work are more likely to be happy, committed, and interested in their roles. To keep staff engaged, make sure they receive both positive and constructive feedback. It is also an excellent idea to take the time to recognize your employees’ efforts. Do this in the best way possible for them, whether publicly or privately.

Also read: How to make your employee recognition programs work!

Try not to overwork your employees

Employees that are overworked are more likely to be burnt out, stressed out, and unhappy at work. You should avoid scheduling too many overtime hours or placing employees under too much pressure to reach unrealistic targets. Overworking your employees will just add to your stress and obligation.

Create opportunities for career growth

If a person feels trapped in a dead-end job, they are more likely to be unhappy and disengaged at work. Create possibilities for people to grow and rise within the firm to avoid this. Offer courses and training programs to employees for upskilling themselves and learn interesting new things.

Take feedback from your team

Your employees are the most reliable source of information about what it’s like to work for your company. As a result, you must pay attention to what your staff says and consider their recommendations. This will show them that you respect their opinion. This will also allow you to take the required actions to create a better work culture. When the work environment is conducive and employee-friendly, output and efficiency from employees will also be the highest.

Invest in an employee engagement tool

Employee engagement tools are another creative way to enhance engagement in the workplace. They can help you boost employee engagement with technology by integrating all of your engagement initiatives together on a single user-friendly platform. 

Also read: Employee experience vs. employee engagement

Companies can use such employee engagement tools to keep their staff and employees meaningfully connected and extract better outputs. Here is how an employee engagement tool can help your company:

  • It improves overall employee engagement.
  • It improves the employee retention rate.
  • It gives employees an excellent channel to convey their concerns and opinions.
  • It enhances employee productivity and makes way for creativity and innovation.
  • It encourages a higher attendance rate. 
  • It helps to create a conducive and happy work environment.
  • It keeps track of employee performance and gives feedback when needed.
  • It helps in the timely distribution of rewards and recognition.
  • It improves team coordination and enhances team output.

The bottom line

Quiet quitting may be a temporary trend that is viral on social media, but it originates from real-world issues that employees encounter on a daily basis. That is why it is important to pay close attention to why this trend started in the first place. 

All stakeholders should consider a human resource specialist approach to redesigning the work culture. This can be accomplished by acknowledging the existence of an issue and committing to resolving it rather than abandoning it entirely.



 

5 OKR Software Features To Look For

The key result has to be measurable. But in the end, you can look, and without any arguments: Did I do that or did I not do it? Yes? No? Simple. No judgments in it. 

Andy Grove

When it comes to setting goals and being successful, the one organization that comes to our mind is Google. Google’s OKRs are legendary and a lot of the company’s success can be attributed to their OKRs.

As a result, it’s no secret that everyone wants to emulate Google’s goal setting method and perhaps their meteoric success as well.

OKRs stand for ‘Objectives And Key Results’. OKRs are a popular approach for goal-setting which allows employees to execute individual as well as company objectives.

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 goals.

OKR software helps employees with task management and to track the progress of their goal easily. But with too many options available in the market, it becomes a difficult job for an organization to select one.

OKR: goal setting guide

OKR Software Features To Look For

The section below highlights the best OKR software features to look for before you invest in a tool.

OKR software features1. Easy And Simple to Use By Everyone

“Simplicity is the ultimate sophistication.” — Leonardo da Vinci.

The OKR software should be user-friendly and easy to use. Users should be able to understand how the software works with little or no training. The user interface should be clean and not cluttered with useless information. The simpler the software, the easier it would be for everyone to use. Understanding and managing the software should not be a new project in itself for all the employees. Additionally, it should support easy integration with other tools or processes. The adoption rate of a software depends on its user friendliness and simplicity of use.

Also Read: Why OKRs Are Crucial When Onboarding New Employees

2. Flexible and Customizable

OKR software should be flexible and support easy customization. OKRs/Goals check-ins can be in the form of a percentage, quantity, or milestone. The software should give users the flexibility to check-in on their okrs/goals as per their needs. Flexible and customizable software will be useful for the organization in the long run.

3. Allows Comment

OKRs have a shelf-life and are generally set on a quarterly basis. The ability to comment on OKRs allows managers and employees to discuss it on a regular basis. OKR platform with comment functionality promotes two-way communication and helps in setting a culture of regular feedback and healthy work culture.

Also Read: Have You Set Effective OKRs For Your Customer Success Team?

4. Cascade and Align

OKR software should possess the basic functionality to align and cascade okrs/goals. OKRs and goals are often a shared responsibility. Cascading goals will allow sharing goals from one level of the organization to the next. For example, a manager can cascade his goals down to his direct reports.

Goal Alignment on the other hand helps everyone visualize the bigger picture. It allows individuals in goal alignment and goal management. 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 exactly they are contributing to this specific goal.

5. Dashboards and Insights

OKR software tools should present actionable dashboards and insights. It should be easy to understand and analyze so that it is actionable. Moreover, it should highlight the number of goals, the percentage of completion, goal alignment, and their status. It will help employees know whether any goal will be a bottleneck and needs attention. Moreover, an OKR software with an actionable dashboard and insights will help employees stay aligned and focussed.


OKR software features demo

6 Tips That Self-Motivated Leaders Follow

A team always looks up to its leaders, especially, self-motivated leaders. Businesses always look out for mantras to motivate managers and leaders. Self-motivation in leadership team is the primary essence of a successful brand. Great leaders are surprisingly approachable, open, and always motivated. Read more to find few tricks or tips that self-motivated leaders follow.

1. Setting Goals

Even before learning how to motivate managers and leaders, any good organization first focuses on setting goals. Self-motivated leaders, with their organized minds, set goals for themselves which they want to achieve. Setting non-achievable goals do not mean that they cannot be achieved. Leaders always strive to reach their goals and do not get discouraged or let negative thoughts stop them. When you can set gigantic goals for yourself, you imbibe the capability to achieve them.

Set goals and set up a plan to achieve those goals!

Also Read: Leadership traits that drive high engagement!

2. Being Open to Change

Motivation in leadership can only stem from the inherent flexibility to adapt to change. With the changing dynamics of work culture and the current global scenario, rigidity means being obsolete. Being open to change is a refreshingly cool trait to have. This shows how flexible you are and how well you can handle yourself in case of any uncertainty.

Great leaders believe that values change with time, so they constantly and consistently adapt to and adopt change.

3. Learning from People Around Them

Modesty and being respectful to people around them is another quality that makes self-motivated leaders successful. Great leaders believe that no one is superior or inferior to anyone. Everyone has their challenges to face and their ways of overcoming those obstacles. They learn from everyone around them. Leaders are observant and good at conversations. They try to be unbiased and imbibe the good things from people they interact with. That’s how they grow!

Also Read: How Important Is Feedback In Today’s World?

4. Reflecting on Their Progress

In the journey of being successful leaders, it is important to know where we are going wrong and how we can improve. Successful leaders reflect on their progress toward their goals frequently and work hard to improve themselves.

Self-motivated leaders stay motivated because of their constant laser-sharp focus on their goals. They strive to achieve the impossible, always. This is how they leave a mark on their team and the world! Teams get motivated seeing the zeal in their leaders.

5. Balancing Emotions

We are all human beings and not automatons, ergo we have feelings and emotions. Sometimes our emotions can be so strong that they can either make us extremely happy or extremely sad. Feelings have the ability to make us successful or a failure. Motivation in leadership comes from channeling the feelings in a positive and productive way. Successful leaders do not dwell on negativity. They try to perceive failure as a learning to improve the next time and not as a failure per se. They carefully balance their emotions to make the best possible decisions.

Also Read: The Different Kinds Of Awkward Situations At The Workplace

6. Being the Best Version of Themselves

Leaders try to focus and improve themselves by trying to be the best version of themselves. When teams sense this passion to improve and prove, they reciprocate the same traits. When such self-motivated leaders try to achieve goals, overcome any challenges, streamline processes, bring in innovative initiatives, their team follows them with enthusiasm and excitement.



 

20 Company Culture Ideas To Drive Team Cohesion

Organizational culture can be defined as the set of shared values, goals, and practices that characterize an organization. It’s about how people think about their work, what values ​​they believe in, where they see the company, and what they do to get there. These characteristics represent the personality and culture of an organization. 

Why is Company Culture Important?

Company culture is as important as business strategies, as it either strengthens or undermines the objectives. A positive culture is significant and here are 5 reasons why it is important:

1. Increased employee engagement

A work environment with organizational culture is driven by goals and clear expectations. This encourages employees to be more engaged in their work and in their interactions with others. It also leads to higher levels of employee engagement, which increases productivity. A strong connection between an organization and its employees creates a positive atmosphere that is hard to ignore.

2. Raised Productivity

It helps improve productivity and overall performance levels when employees have the resources and tools they need to succeed. Organizational culture influences the structure of the workplace in ways that bring people with the same skills together. People with similar backgrounds and skills can work together more quickly on corporate projects.

Also Read: 5 Tried and Tested Ways to Improve Employee Productivity

3. Brand identity

A company’s organizational culture reflects its public image and reputation. People make assumptions about companies based on their internal and external interactions. A lack of organizational culture or a bad image can make customers hesitant to do business with someone associated with your brand. Companies with strong brand identities tend to attract more businesses and job seekers with similar values ​​that support their mission.

4. Successful Onboarding

Organizational cultures increasingly rely on effective onboarding practices to train new hires. Onboarding practices, including orientation, training, and performance management programs, help new hires access the right resources and achieve a better transition to the role. This promotes employee longevity and loyalty and reduces the frustration some employees experience when they don’t have the information they need to do their job well.

5. Healthy Team Culture

Organizational culture contributes to the improvement of work processes and guides the decision-making process. It also helps teams break down barriers of ambiguity. Team members who are well informed and knowledgeable about a particular process are often more motivated to complete the project. A clear culture that connects employees and promotes an organized work structure helps people work together in a goal-oriented way.

Company Culture Ideas

How to Improve Company Culture? 

  • Communicate Well

    Knowing how to communicate well is the best way to improve your company culture. Misunderstandings are the main reason people are dissatisfied with their jobs and look for other opportunities. Improve your team’s experience by doing your part and communicating well. When sending emails and joining meetings, try to share your ideas as clearly as possible. It may be helpful to provide some background information on the topic or give a specific example.

  • Listen to Concern And Welcome Ideas

    If you are in a leadership position, provide your employees with a public or anonymous platform where they can easily share their opinions. Encourage one-on-one meetings with members of the team, giving them the opportunity to talk openly and confidentially about sensitive issues. Employees feel valued by letting them know they can count on you for questions.

  • Encourage Feedback

    If you identify a particular aspect of your business that needs improvement, take the time to provide feedback on the issue and encourage others to do the same. While some businesses have strict standards requiring a procedure for submitting feedback, others are more relaxed. When providing comments, be sure to communicate in a professional and genuine manner. Discuss details and potential alternatives to the company’s challenges.

  • Consistency

    Consistency in leadership efforts helps people feel stable. Once your company’s organizational structure is in place, do your best to maintain processes and procedures. Treat everyone professionally and equally and avoid preferential treatment.

20 Company Culture Ideas 

A successful company culture that includes clear and concise policies, effective communication strategies, and fair and equal treatment helps employees feel engaged and valued. Beyond base pay and benefits, check out these 20 company culture ideas that can make your small business a better place to work and ultimately more successful.

1. Launch a company culture committee

A cultural committee can be a very valuable tool for boosting morale and cohesive teams. The committee should be responsible for developing and implementing policies that promote a positive work environment (e.g., developing codes of conduct and setting standards of behavior for employees) and should consist of representatives from all departments and levels of the company. By establishing a cultural committee, employers can ensure that their employees have the resources they need to succeed in their roles. 

2. Company culture in job descriptions

A job description contains some of the most important information a company can provide when hiring a new employee. These can not only specify the requirements of a particular role but also provide a snapshot of the company’s culture and values. This allows you to attract qualified candidates and high salaries. With this in mind, job descriptions should always reflect company values ​​and employee expectations. 

3. Include company culture in your employee handbook

As an employer, you want your employees to feel welcomed and valued. But what about communicating your company’s culture? How do you make your employees aware of this? One way is by including a culture section in your employee handbook. This creates a common ground for all employees and ensures that everyone knows what is expected of them. 

4. Establish town hall meetings

Town hall meetings are company-wide gatherings to discuss policies, procedures, events, and employee recognition. This is a great time to make sure all employees are on the same page when it comes to expectations at work. Additionally, these gatherings promote open communication. It provides a forum for employees to raise concerns and ask questions while allowing companies to receive feedback on internal culture and opportunities for improvement.

5. Categorize diversity & inclusion

Diversity and inclusion are key values ​​in the workplace, as they help create a welcoming and supportive environment for all employees. Cultivating a culture that prioritizes these can improve communication and teamwork, reduce stress in the office, and ultimately improve employee productivity and happiness.

6. Evaluate office workspaces

The majority of office space is rooms and booths lined up against walls and interiors, giving employees a sense of self-containment. You can contribute to collaboration, employee well-being, and the overall well-being of your company culture. Start by getting rid of cubicles and creating a more open workspace. This has many benefits, including improved communication and collaboration. An open workspace also allows creativity to flourish. 

7. Develop culture with benefits

Benefit packages are one of the most important benefits for employees. You can strengthen your company culture by creating something full of traditional benefits. Start offering typical benefits such as paid vacation, health insurance, life/disability insurance, and retirement plans. Next, consider extras who can demonstrate and support your company’s culture and values.

8. Offer remote and hybrid work schedules

To reduce commute times and improve work-life balance, remote work and flexible working hours are growing in popularity in today’s competitive job market. As mentioned earlier, offering these types of options can improve company culture and help attract and retain top talent. Flexible working hours can also reduce stress and increase employee productivity.

Also Read: How to Build and Sustain Company Culture in a Hybrid Work Environment?

9. Encourage time off

Encouraging employees to use paid time off is an important way to keep employees happy and productive. This is a direct result of a healthy corporate culture. There are many ways to make paid time off available to your employees, including:  

  • Make sure your PTO policy is clear and concise. Employees need to know exactly what rights they have and when they can exercise them 
  • Require an employee to use a certain number of his/her PTO days per year 
  • Unused PTO Rollover Permit

10. Promote work-life balance

Too much work can lead to burnout, while too little work can make employees feel bored or undervalued. Employers must ensure a healthy work-life balance for their employees. There are several ways to do this:  

  •  Setting clear and reasonable deadlines 
  •  Providing flexible working hours 
  •  Provision of maternity and childcare leave 
  •  Creating an environment where employees can easily take time off 

By enforcing certain policies and practices, businesses can help employees manage their time and workload in a  productive and enjoyable way.

11. Create collaborative teams

A collaboration team is a group of people (usually from different departments) working together to achieve a common goal. This can take the form of a brainstorming team, a project team, or a scrum team. It is an integral part of an organization’s success and helps reduce conflicts and improve communication among employees by enabling them to share knowledge, skills, and ideas. All of this leads to increased productivity.

12. Recognize employee achievement

Recognizing employees for their contributions to the company is an easy way to develop company culture. This can be done through praise and appreciation, recognition on important occasions, and awarding employee perks such as employee discounts and free tickets to company events. These simple actions contribute to a positive work environment.

13. Provide growth opportunities

Corporate culture is stagnant and ambitious. To break this cycle and improve employee engagement, companies must offer professional development opportunities. This may include training and development programs, mentoring partnerships, and other opportunities to help employees expand their skills and contribute to the company’s success.

14. Offer wellness program

When it comes to creating a healthy work environment, many companies overlook one of the most important factors: wellbeing. Wellness programs help employees feel better physically and emotionally, which in turn can improve organizational culture.

15. Provide company merchandise

Merchandise placement is the simplest way to push your business. There’s nothing better than having your company’s employees wear your company’s logo on their t-shirts, mugs, and pens. This is often called ‘company swag’ and maybe a product that showcases your name and logo.

16. Give performance incentives

Incentives are a vital part of performance management and are shown to be effective in motivating employees. There are various sorts of incentives, each with its own benefits and disadvantages. It’s important to settle on the correct form of incentive and ensure it’s appropriate for the staff involved.

17. Encourage volunteer work

Employees are passionate about more than what they do. You have desires and goals outside the workplace. Help your employees nurture their passion by offering them incentives to volunteer in their communities. This shows that employers care about their employees and what they do outside of work, rather than just focusing on the productivity they bring to the organization.

18. Use employee engagement survey

Employee engagement surveys help to assess employee satisfaction, morale, and motivation. By understanding employees’ opinions, organizations can make informed decisions about a way to best serve their customers and employees. Surveys may also be accustomed to identify areas of improvement.

Also Read: All You Need to Know About Employee Engagement Surveys

19. Improve onboarding process

Onboarding is the first point of contact for new hires. To improve the onboarding process, companies should focus on creating a welcoming environment for new hires. 

This can be done by:  

  • Create a welcoming culture 
  • Ensure all new hires are properly introduced to the company and its purpose 
  • Ensure new hires are provided with clear instructions and expectations of their role within the organization, as well as customer-facing guidelines.

20. Mentoring

Mentoring is a great way to develop and encourage an employee’s career. Employees who have a mentor feel more involved in their work, stay with the company longer, and communicate better. The benefits of mentoring go beyond individual employees. Companies that mentor their employees are seeing lower turnover, increased creativity and productivity, and increased innovation.

office culture ideas

Real-world Examples of Company Culture 

Google

Google is known for being an excellent employer that has pioneered many of the perks and advantages that startups are now known for. Google’s employees are hardworking, talented, and enthusiastic. For its employees, Google’s corporate culture is a treasure trove of perks and bonuses. Free meals, employee vacations and parties, cash bonuses, open speeches by high-level executives, employee recognition, gyms, and a pet-friendly atmosphere are all available at Google. It’s no surprise that Google’s company culture is the gold standard by which all other IT firms are judged.

Zappos

Zappos’ culture is now well-established and well-known. They concentrate on hiring to keep things going. The goal of the hiring process is to discover people who share the company’s values. Zappos devotes a significant amount of time and resources to employee team building and culture promotion. They want every employee to embody the company’s principles. Customers can even tell that Zappos staff are happy.

DHL

DHL is unique in how it benefits from its dynamic, multicultural environment. With a variety of programs, such as the unique integrated learning platform that fosters talent development, the organization looks after its employees throughout their careers.

Another pillar is workplace wellness, which includes annual events and long-term activities to protect employee health.

What conclusions can be drawn from company culture? 

A company’s culture includes values, beliefs, behaviors, norms, and artifacts that connect the members of an organization. As in all other cultures, an organizational culture develops over a long period of time with the participation of the members. Through studying or analyzing the culture of a company, people can come up with various conclusions. These include conclusions about the resistance of culture, performance, communication, and leadership styles. These conclusions can be helpful for managers and consultants seeking to encourage better company cultures.


company culture ideas

FAQs About OKR Tracking Software

Objectives and Key Results, or OKRs, are used to focus a group or an individual on a bold objective.

Google, a current high-growth company to which many aspire, was first introduced to OKRs in 1999!

This demonstrates that the benefit of utilizing this approach to measure performance has not diminished. However, we now use OKR software to help us plan (and track) these goals. With several software solutions available, it might be tough to figure out exactly what you’re looking for in terms of your overall business goals.

What Are The Frequently Asked Questions (FAQs) Related To OKR Tracking Software?

To assist you in your search for the finest OKR tool, we have a set of frequently asked questions that you’d like to consider when you compare the various solutions. If you’re persuaded of the advantages of using an OKR tool, let’s look at the important questions you should ask to determine the best one for the specific company’s needs:

1. Why is it important to know what your goal is?

Begin by making a set of demands or objectives that your OKR program should meet.

Do you want your OKR tool to just create goals, or do you want it to provide maximum visibility, transparency, and accessibility for all employees? Make sure everyone in your company understands what you want to accomplish with your OKR tracking software.

2. What are the benefits of measuring the team size and scaling up requirements?

OKR tracking software is tailored to specific team sizes. As a result, you must consider the number of employees who will use the product. Furthermore, if your firm is rapidly expanding, you will most likely need to extend your workforce size shortly and OKR will help you to do that.

As a result, choose a tool that allows you to scale up (or down) without investing money from your pocket.

3. What integrations do I need to use?

If you already have to switch between various tools, your staff will unlikely use the OKR tracking software. As a result, determine the most important integrations your team uses and make sure the tool you chose supports them.

Engagedly, for example, offers advanced integrations with systems like GChat, MS Teams, and Slack, as well as data and project management apps like Jira, Github, Trello, HubSpot, MySQL, and a host of others.

4. How should I work and find out my OKR experience?

If you’re introducing the entire OKR framework, for the first time, look for software that includes coaching from specialists and onboarding assistance for all users.

The right software will help you set the right goals and implement best practices to get the most out of your OKRs.

5. How would knowing your company’s budget assist you?

When choosing the correct OKR tool, you must also consider your budget and money. If you’re in the early stages of your company’s development, you may have budgetary constraints and must pick a solution that meets your needs while staying within your budget.

Begin by establishing a list of the fundamental functions you want from your OKR software and building a budget around that. Then, using that list, evaluate the OKR tools in the marketplace to make an educated decision.

6. Why do I need OKR tracking software for a user-centered approach?

The success of the OKR tracking software will ultimately be determined by how well your team uses it. As a result, concentrating on the user experience is critical.

Answer the following questions:

  • Does your team have to switch between platforms to use the OKR tool?
  • Is the platform compatible with mobile devices?
  • Are the directions easy to understand?
  • How quick is customer service?

These are some factors to consider to determine how users (members of your team) will respond to the tool and just how many hours they will require to manage it.

7. How does OKR Software help me in understanding Data Protection Compliance?

Finally, you’ll use your OKR to share a lot of critical information about your organization and team members. Such data and information must be safeguarded, and anonymity must be respected.

You must verify that your chosen software complies with the primary data security and GDPR. You would normally speak to your sales consultant about this. 

8. Does the OKR software provide the whole roadmap for the business?

Many OKR programs will just provide you with an overview of what you want to do, not the overall picture. They’ll mostly use a quantitative approach, providing you with knowledge in the form of data sets and statistics.

However, you should select a tool that can assist you in making insights from each data item. The correct software should comprehend the difficulties your team is encountering. Otherwise, you may accomplish the desired outcomes, but you will be sacrificing the correct culture.

Also Read: How To Get Started With OKRs? Types| Process| Benefits| Templates

9. Is this OKR software capable of scaling up?

You might be planning to expand pretty quickly if you’re growing quickly. However, you must consider if you will be able to boost with the software you have chosen. Preparing for a circumstance when your team has increased significantly is ideal.

For example, you might want to integrate OKRs throughout the business, or create separate teams – can your software be customized to match your growing needs?

10. How well does the OKR program assist you in tracking your progress?

The greatest OKR software not only assists in establishing goals and aligning duties tracking but also in tracking progress. This way, you’ll be able to keep track of the status and take practical steps to accelerate it.

Engagedly, for example, enables enhanced goal transparency and cooperation among departments of an organization by allowing team leaders to link OKRs and measure collective progress. It also allows you to combine OKRs and 1:1 check-ins to ensure that all members and leaders are always on top of high-priority objectives.

11. Is the software capable of increasing engagement?

Finally, huge targets and critical outcomes should not frighten your team members while using an OKR tool. It should concentrate on fostering an inspiring culture in which employees are empowered and aware of their role in the organization’s success. This will encourage them to do better.

The correct OKR software should assist in starting the right discussions so that team members can give feedback on what is and is not working. They can invariably shift the discussion narrative from a top-down perspective to guarantee that issues are addressed before they stifle progress and that cooperation is seamless.

12. What features should an OKR tool have?

Actionable dashboards, as well as insights, should be provided by OKR software products. It should be simple to comprehend and evaluate to be useful. It should also emphasize the number of objectives, the proportion of goals completed, goal alignment, and goal status.

13. In Microsoft teams, how do I keep track of OKRs?

To keep track of your goals, add live OKR dashboards as a tab to any team channel or personal chat. To understand target status, compare OKR improvement over time.

Conclusion

OKR is a common management method for setting goals and tracking progress. It promotes alignment and participation in quantifiable objectives. It was first used at Intel in the 1970s and has since expanded throughout the technology industry as a tool to assist employees to know and participate in the company’s charter.

Engagedly connects your business model to technical prowess. Engagedly gives a clear perspective into targets, key results you measure, and the effort toward fulfilling objectives, whilst OKRs monitor the results of execution. The native OKR capabilities in Engagedly let your team become oriented, remain aligned, and integrate work with value delivery instantaneously.

 


If you’re looking to find out more about OKRs, then take a look at our Ultimate Guide to OKRs – we‘ve included some nifty templates to get you started today.

OKR tracking software

What You Can Learn from P&O’s Firing of 800 Employees by Video

Is a video message enough to offboard employees who have been serving your company for years? Well, this is precisely what happened at the leading UK shipping company P&O Ferries. P&O made a decision of firing employees over a video call.

The company announced sudden mass layoffs over a video conference which led to many civil and criminal investigations against the firm. Multitudes of people suggested putting the owners behind bars.  

Such a scenario was inevitable, because no one expected losing one’s job so abruptly, just over a video call. P&O employees did not have any idea that they would be laid off even hours before the actual thing happened.   

This begs the question: how could the HR personnel have avoided such an unpleasant scenario? Laying off is normal, but not this way. What are the acceptable practices for termination? Let us find out the common HR practices for mass layoffs and how they can be improved.

Also Read: Overcoming remote work challenges

How and Why Did P&O Lay Off Employees?

P&O, a leading shipping firm in the UK, fired around 800 employees on March 17th, 2022 in a move to restructure its operations that would guarantee the company’s future viability. According to company officials, “no unions could accept our proposals”. 

While wage negotiations often lead to a deadlock, what is more surprising in this case is that the termination notice came just minutes before the actual action took place which led to widespread protests and chaos at the Port of Dover.

In a 24-second-long video clip received by BBC on March 17th, a person from the P&O office in Dover is seen saying that the company has decided that they would be going forward with a third-party crew provider. The company said, “Therefore, I am sorry to inform you that this means your employment is terminated with immediate effect on the grounds of redundancy. Your final day of employment is today.”

Immediately after this, around 800 employees were sacked within minutes.

According to sources, one of the P&O officials told a leading magazine that it was necessary to take this step to keep the business afloat. They have incurred huge losses, around £100 million over the years. Such a situation urged the company to take necessary actions without which the business would not be viable.

How Did This Sudden Layoff Impact Employees in the Post-Covid Era?

Such an abrupt action has undoubtedly set an unhealthy example for companies around the world. Companies decide to lay off employees usually after thorough strategic planning to enhance organizational efficacy. Employees should at least be given a heads-up that the company might downsize soon to prepare for layoffs.  

In a survey released by the U.S. Bureau of Labor Statistics, about one-third of US employees battled anxiety about their companies shutting down during the COVID 19 pandemic. Such anxieties are not only detrimental to the employees affected by layoffs but also to the growth and productivity of the company and the remaining employees.

Also Read: Battling workplace anxiety

How Did It Impact P&O?

Company officials confirmed that they had to suspend all sailings immediately after the protests started. Due to this sudden suspension of services, the company lost one million pounds each day. Cross-party MPs and Nautilus Unions called for stringent actions to be taken across the ports of Liverpool, Dover, Hull, and Larne.

 To add to their woes, the shipping company lost the Border Force Contract that was supposed to bring in huge revenue. The UK Home Office terminated the contract to provide contingency services over the company’s sudden decision of mass layoff. 

How Should HR Personnel Handle Mass Layoffs?

HR teams should be aware of the various ways to manage remote workers, especially during these post-Covid times. Here are some common practices that HRs can follow to keep things under control:

  • They should discuss the HR policies and agreement clauses during employee onboarding. Employers or company HRs are legally required to consult employees during the statutory notice period regarding layoffs.
  • Before conducting an exit interview, company HRs should serve a notice for termination and settle the severance pay. HRs need to have meetings with the employees who are to be laid off and send out a clear message on the termination. A better thing to do is notifying the employees about the impending layoffs before the actual announcement.
Also Read: Effective and trending HR practices

Conclusion 

The point to be noted is that P&O suffered dire consequences not just because of its random and sudden decision of mass layoffs. It suffered because of the way that decision was communicated to the employees. Company HRs should consider this a great learning. News regarding layoffs should be imparted to employees well before the actual event, that too with empathy.


Check out how Engagedly can help you find the right performance management software for your remote workplace. Book a live demo with us.

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7 Common Questions Related to Setting OKRs That Are Achievable

You will find it difficult to successfully operate a team without defining proper goals and objectives. It would be taking a stab in the dark. Your bright personnel will be useless if they don’t have a shared goal to strive toward. That is where setting apt OKRs come in to play.

 

Have you ever wondered how the industry’s behemoths slaughter the market with ever-increasing profits? The key is to use OKRs.

 

You might be wondering what setting OKRs are and how they operate.

 

Without further ado, continue reading to find how to create a sustainable OKR approach as well as some practical examples you can use in your management to accomplish more in less time.

What Is an OKR?

OKR stands for Objectives and Key Results. It’s a goal-setting strategy that dates back to the 1970s. OKR was popularized by John Doerr, a prominent venture capitalist. It lays the groundwork for outlining your organization’s goals over a given period of time.

 

We know that every project or task needs to be completed on time. OKRs are often created and assessed during the lifetime of a project. They may also be used in the future to see how successfully you completed the tasks before.

 

The fundamental principle to follow while setting an OKR is to set an aim and three to five expected or desired outcomes. These important outcomes are clear and quantifiable actions and contribute to the achievement of goals.

An essential reason behind setting OKRs is ensuring that everyone understands what they want, need to accomplish, or is expected of them.

 

Now that you have learned about OKRs, you might be wondering how they differ from another similar concept which is KPIs or Key Performance Indicators.

OKRs vs. KPIs

 

Although both can be considered as performance indicators, they serve a distinct and different purpose. Here are a few differences between OKRs and KPIs:

 

KPI OKR
KPIs are critical measures used to assess how well a team is meeting its objectives. These measurements are often quantitative in form and correctly describe the current state of the product. OKRs, on the other hand, are related to wider corporate goals. KPIs are primarily tied to individual ability.
KPIs are used to control daily operations and assess the performance of a certain process or activity. OKRs, on the other hand, are primarily concerned with measuring goals and priorities in order to measure operational success. The OKR framework places a greater emphasis on strategic goals, identifying a goal, and brainstorming strategies to achieve it.

Advantages of OKR

Do you know how the giants like Google, Intel, Spotify, Target, Airbnb, and ING have become these huge beacons of success?

 

They are some of the major businesses that employ OKRs in their daily operations. Of course, you don’t need a large workforce to get the benefits. The continuous usage of OKRs by small and big businesses demonstrates the value of goal management in providing direction and objectivity.

 

Implementing and setting OKRs will offer you an edge over your competition when it comes to getting the job done and keeping yourself and others accountable. “At the end, you may look, without any kind of arguments: Can I do it or can I not do it?”, remarked the Father of OKRs, Yes? No? Simple. There are no judgments in it.”

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

Questions About Setting OKRs That Are Achievable

The primary question that needs to be answered is how to set up an org-wide process of setting OKRs.

Setting up a procedure for OKR alignment might take varying amounts of time and effort based on the scale and structure of your business. We’ll go through the fundamentals in this part to help you plan for success. You may use the sample OKR cycle shown at the conclusion to figure out how to get started right away, after reviewing the following considerations for setting the OKR process.

1.   Timing

Timing is a crucial consideration while setting up the procedure. Our goals should not just be time-constrained. We need the goals modeled in a way that will surely give us some feedback on our work. The best way is to set achievable targets and regularly monitor them. Many businesses follow a quarterly schedule, but it’s important to include time for planning, implementation, and assessment.

2.   Keeping It Simple

Concentrate on goals you believe you can accomplish in the specified time. Many employees believe they must contribute to every department’s goal and end up overstretching themselves. Prioritize your goals based on what the company most requires. Remember that the amount of targets you should have depends on how difficult they are and the time and energy you have.

3.   Cascading the Objectives

Employees, sometimes, struggle to recognize how their profession contributes to overarching corporate goals and achievement. What can a payroll clerk do to assist their organization in reaching 10,000 users? The answer is cascading the goals from the corporate level to the department level to the individual level.

4.   Be Specific

When establishing objectives, consider multiple approaches to achieve the desired outcome. Create a detailed strategy on how to reach your goal. Consider how performance may be measured for each major result. The more precise you are in setting goals, the more clear your expectations will be. With clear objectives, you’ll know precisely everything you need to accomplish your aims.

5.   Stop Worrying About Stretch Goals

Managers are sometimes concerned that setting simple goals may be a hindrance for an employee in the way to reach their full potential. Are stretch goals, on the other hand, a good idea? It depends entirely on how authentic they are. Employees will not like being given unachievable assignments if incentives are used to inspire them. Ambitious objectives are excellent, but they shouldn’t be set up to fail.

6.   Connection to Performance

Considering the fact that setting OKRs should push us beyond our perceived boundaries, it’s critical to establish a criteria for success and separate them from the performance evaluation process. For example, some companies, like Google, utilize a 70 percent success rate as a metric. We’re just not thinking big enough if we’re constantly reaching 100 percent. However, if it appears that we aren’t functioning to our full potential because we don’t meet the maximum level of our OKR, it can be disappointing and daunting.

 

If your organization and the employees solely connect setting OKRs with an assessment process at the end of a year or month, they’ll be more motivated to set objectives that are simple to attain. While quantification aids in benchmarking and identifying opportunities for improvement, our entire performance is much more than a collection of numbers.

7.   Celebrate the Achievement

When you accomplish a goal, reward and acknowledge yourself and others. Positive behavior helps in the maintenance of optimal practices. Don’t only acknowledge work at the conclusion of a project; acknowledge incremental progress as well. Encourage everyone on your team to post their OKRs openly and form a support system.

Conclusion

Executive leadership should maintain that the organization, as a whole, shares both the triumphs and mistakes as a method of identifying areas for development and celebrating hard work. Personal development should be greatly promoted because it is tied to corporate performance and growth. As there is a high level of faith in individual responsibility, being accountable should not be something to be afraid of but rather an opportunity to shine. Thinking outside of established boundaries should be encouraged, resulting in a work atmosphere where any ambition appears feasible.

 

Does this seem like a place you would want to work at? If you want to create the perfect workplace, start by establishing an OKR-based culture of continual development and progress, helpful feedback, and transparency.


Do you want to know how Engagedly can help you set up a perfect OKR system in your organization? Book a live demo with us.

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The Essential Guide To OKRs

​​”If you don’t know where you are going, you will probably end up somewhere else.” –Lawrence J. Peter

Goal-setting is critical for the success of an organization. It helps allocate resources efficiently and provides the direction and focus to achieve committed and aspirational goals. 

Most successful and innovative organizations put great emphasis on goal setting. They create both short-term and long-term goals and also motivate their employees to accomplish more by helping them set individual goals. By keeping their workforce aligned towards organizational objectives, they create a competitive advantage and brand positioning in the market.

On the contrary, organizations that do not set goals become stagnant and struggle to keep up with the competition. Further, their employees are not engaged and committed towards the organizational goals. Such companies have high turnover rates, plunging employee productivity, and are low on creativity and problem-solving skills.

In the current scenario, where uncertainty and unpredictability are ambushing businesses, it is imperative for leadership to develop a focused, determined, and goal-driven organizational culture. 

The quandary is, how to do it?

Organizations like Google, Amazon, Spotify, Gates Incorporation, and Zynga are some of the renowned firms that have adopted a goal-setting methodology called OKR, or Objectives and Key Results. 

Companies using Objectives and Key Results

By using this framework, they have reached new heights and created a distinguished position for their products and services in the market. They are able to better organize their resources and create a continuous learning and improvement environment.

By focusing on the most important goals, OKRs help organizations achieve more in less time. It helps in making teams and individuals more accountable towards their goals. Furthermore, it keeps track of employee productivity and creates a communication channel for better collaboration between employees and managers. 

What are OKRs?

OKR, a.k.a., Objectives and Key Results, is a goal-setting and tracking framework that helps individuals, teams, departments, and organizations set and achieve measurable goals. 

It is a collaborative methodology that provides a match between the objectives that organizations want to achieve and the key results that help measure their progress. By tying objectives to small and measurable key results, the framework enhances visibility and provides actionable insights into every employee’s contribution and performance. 

Unlike other goal-setting frameworks, OKRs are clearly defined, making it easier for managers and employees to track progress. By breaking down objectives into small key results, managers can create milestones that help accomplish challenging goals. 

The different qualities of good OKRs, such as qualitative, inspirational, committed, and time-bound, make them immensely useful for every team. That’s the reason the framework has garnered excessive adoption in the last two decades, with everyone from large-scale organizations to budding startups and even NGOs now using it to set their goals.

What are the Components of OKRs?

OKRs are made up of two components: objectives and key results. 

Components of OKRsObjectives are the goals organizations want to achieve in the short or long term. They are clear, informative, qualitative, and inspirational in nature. A well-defined objective helps organizations stay committed to their goals and also aids in resource allocation. 

It is important to note that organizations should have only three to four objectives that they wish to achieve in a specific period. 

Having more objectives can lead to ineffective resource allocation and confusion among employees. Also, it is highly taxing to keep track of too many objectives.

Examples of objectives:

  • Increase employee engagement and productivity.
  • Reduce the average time spent on onboarding employees. 

Key results help measure the progress and achievement of objectives. Every objective is followed by three to four key results that are quantifiable in nature. 

It’s important to note that key results have to consist of activities that are in sync with objectives. Otherwise, they would not harbinger any positive results. Some of the important qualities of key results are that they are measurable, clear, specific, and time-bound.

Examples of key results: 

  • Conduct an employee engagement survey every quarter.
  • Implement an employee engagement tool to increase engagement by 10% per month.

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Types of OKRs

Every organization wants to accomplish more with their workforce. But the distinguishing factor amongst the successful ones and the laggards is how well organizations understand the difference between aspirational and committed goals. 

Based on the types of goals, OKRs are differentiated into two types: aspirational OKRs and committed OKRs. 

Committed OKRs are goals that an organization would want its employees to accomplish anyhow in a given cycle. The commitment percentage of such OKRs is 100%. Also known as “roof shot goals,” they determine the short-term achievement of objectives. 

An example of a committed OKR:

Objective: Increase outbound sales

Key Result 1: 10% increase in customer revenue

Key Result 2: Close 3 enterprise clients in a quarter

On the other hand, Aspirational OKRs are the stretch goals that push the workforce to achieve more in an OKR cycle. They are also known as “moonshots” because they cannot be accomplished in a given timeframe. 

An example of aspirational OKR:

Objective: Increase sales revenue 

Key Result 1: Close 15 enterprise clients in a quarter

Key Result 2: 30% increase in average customer revenue

As per Google OKRs, a 60–70% achievement of overall OKRs is considered a success. Anything below that indicates that organizations are not realizing their full potential. 

A Brief History of OKRs

OKRs were founded by Andy Grove, the then CEO and cofounder of Intel Corporation, in the 1970s. He incorporated the methodology while working in the company, thereby leading it to enhanced performance and better goal completion. Using this framework, Intel restructured itself into a goal-driven and employee-centric organization.

The concept of OKRs was further popularized by John Doer, an Intel employee. He understood the application and nuances of the framework and shared it with the founders of Google, Larry Page and Sergey Brin, in 1999, while working for a venture capitalist firm. 

Google used the OKR approach to reposition itself as the world leader and grew its revenue by leaps and bounds. Seeing the success of Google and Intel, many organizations have switched from the traditional goal-setting approach to OKRs. 

What are the Benefits of OKRs?

A report by Asana found the following about communicating company’s goals and objectives to their employees:

  • A mere 16% of employees believed that their organization was good at goal-setting and communicating it to different teams.
  • Only 26% of employees understand how their contributions affect the company’s goals. That leaves 74% of employees in a state of complete confusion with no idea about how to add value to organizational goals. 

Benefits of OKRs

The above statistics highlight two important things. The first one is that organizations aren’t communicating effectively with their employees. The second is that the majority of employees have no clarity about organizational goals, how it guides their work on a day-to-day basis or how they contribute to the overall goals of the company they work for.

organizational benefits of using OKRs

To overcome the issues of miscommunication and goal misalignment, organizations are implementing OKRs. It helps in aligning organizational and individual goals and creates a purpose-driven culture. Some of the benefits of OKRs include:

  • Clear direction to employees and leadership
  • Focus on individual and organizational goals
  • The ability to track the progress of different goals
  • Goal-setting leads to higher engagement and productivity
  • Increased transparency, accountability, and dependability in the organization
  • Leads to better resource allocation and utilization
  • Ability to track individual performance

How To Get Started With OKRs?

How to get started with okrs

There are two approaches used in setting OKRs. The first one is a top-down approach, in which the organizational objectives are cascaded down to different departments, and in alignment with them, teams create their own OKRs.

The second approach, bottom-up, is the opposite of the top-down approach. Here, different teams and employees create their own OKRs and try to convince top management to adopt them. The approach usually requires leadership’s rationale and forward-thinking for the adoption of OKRs. 

While most organizations use a mix of both approaches, it is important to follow the OKR process to get substantial results from it. 

The process consists of the following steps:

  1. Involvement of leadership in adopting the OKR methodology
  2. Understanding the ultimate goal an organization wants to achieve is crucial. It could be higher ROI, better retention ratio, enhanced productivity, increased organizational efficiency, and better preparedness for unprecedented challenges
  3. OKR Cadence: Zeroing down on the frequency with which organizations want to set their OKRs
  4. Following a sustainable OKR approach
  5. Write winning OKRs: Writing corporate and departmental OKRs can be challenging. Leaders should take reference from previously used OKRs to kick start the process. They can also get help from an OKR consultant to define the layout of the whole process.
  6. Creating an OKR scoring method to effectively calculate the completion of an objective
  7. Communicate OKRs to the workforce so that they can write OKRs for themselves based on organizational goals
  8. Tracking OKRs through weekly check-ins and quarterly or annual reviews
  9. Fine-tune the process for better results

 

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OKR Best Practices

To get the most out of the goal setting process, it is important to follow some standard OKR best practices. While most organizations spend a considerable amount of time investigating OKRs, there are some specific areas they need to mull over for effective OKR implementation and tracking. 

Some of the OKR best practices listed below will be useful for HR leaders in charting out an efficient OKR process.

  • Use a mix of aspirational and committed OKRs
  • Set an ultimate goal for using the OKR framework
  • Involve employees in the OKR setting process
  • Introduce OKRs to different teams
  • Use a mixed bottom-up and top-down approach to set OKRs
  • Do not interlink performance reviews with OKRs
  • Reviewing OKRs quarterly to track progress

OKR Examples for Different Teams

Many organizational leaders and departmental heads find it challenging to create OKRs. But with a clear understanding of the OKR process, experience, and due diligence, it is possible to create objectives and key results that can make a positive impact. Moreover, examples of OKRs can help clarify the process further. The below links to OKR examples will help in compiling them for different departments and teams.

OKR Mistakes to Avoid

It is common for organizations that are just starting with OKRs to make mistakes. Any major change in an organization requires learning, persistence, and adaptation. 

For OKRs to be successful, organizations need to simultaneously work on their goals and their culture. 

Some hiccups in the first few quarters are always expected, but as an organization adapts to the framework, it becomes easier to implement and track OKRs. 

In addition, companies should take care to avoid these common OKR mistakes and avoid inconsistencies in the process.

  • Don’t be stagnant: The ability to gauge the need for change or adopt a goal-setting framework is the first step towards the progress.
  • Don’t overcommit: Setting too many OKRs per quarter can distract teams from the most important organizational goals.
  • Net setting measurable key results can harm the overall process.
  • Setting and forgetting OKRs: It can severely harm the motivation and committedness of the workforce, who might see the leadership as indecisive.
  • Don’t copy previous OKRs: Make sure that the goals you are setting are a true reflection of what you want to achieve.
  • Appoint an OKR Champion: This person should drive the whole process
  • Employ OKR software: Not using OKR software to have a real-time check on the progress of goals can lead to a downfall.
  • Don’t create OKRs in silos: For goals to be successful, you have to consider input from various teams, departments, and employees. 
  • Do not confuse OKRs with KPIs.

OKR Template: Setting, Scoring and Tracking Goals

To simplify the process of goal setting, scoring, and tracking OKRs, organizations use OKR templates. It helps in creating a synergy between the leadership and different teams. Furthermore, it provides greater visibility into the system and uncovers actionable insights to accomplish goals. 

OKR goal setting templateImage: Goal Setting Template

OKR scoring templateImage: Goal Tracking Template

Goal Setting Module

How Does Engagedly’s OKR Platform Help?

OKRs are a powerful framework for setting ambitious yet achievable goals and tracking progress towards them. However, implementing OKRs effectively can be challenging. Engagedly’s OKR module helps organizations overcome these hurdles, offering a comprehensive and user-friendly platform to:

Streamline Goal Setting and Alignment:

  • Cascading Objectives: Break down overarching organizational objectives into smaller, measurable goals for teams and individuals. This ensures everyone understands how their work contributes to the bigger picture, fostering alignment and ownership.
  • Collaborative Goal Creation: Encourage managers and employees to work together in defining objectives and key results. This promotes buy-in, improves understanding, and increases the likelihood of success.
  • SMART Goal Framework: Guide users in crafting Specific, Measurable, Achievable, Relevant, and Time-bound goals. This ensures clarity, focus, and a roadmap for achieving desired outcomes.

Enhance Transparency and Visibility:

  • Real-time Progress Tracking: Provide clear dashboards and progress updates that show how teams and individuals are performing against their OKRs. This fosters accountability, allows for course correction when necessary, and motivates continued effort.
  • Open Communication and Feedback: Facilitate ongoing communication around OKRs, enabling teams to share progress, address challenges, and celebrate achievements. This fosters collaboration and a sense of shared purpose.
  • Cross-functional Alignment: Make goals and progress visible across departments, encouraging collaboration and synergy between teams working towards common objectives.

Drive Continuous Improvement and Development:

  • Data-Driven Insights: Analyze OKR data to identify trends, patterns, and areas for improvement. This allows organizations to refine goal-setting practices, resource allocation, and development initiatives for future success.
  • Regular Goal Reviews: Encourage regular check-ins and adjustments to OKRs throughout the cycle. This ensures flexibility and adaptability to changing circumstances and ensures goals remain relevant and achievable.
  • Goal-Based Development Plans: Align individual development plans with OKRs, ensuring skills and competencies acquired directly support achieving organizational objectives.

Engagedly’s OKR module goes beyond simply setting and tracking goals:

  • Improved Employee Engagement: By providing a clear roadmap for success and empowering individuals to contribute, OKRs boost employee engagement and motivation.
  • Enhanced Performance Management: OKRs seamlessly integrate with performance reviews, providing a holistic picture of individual and team contributions and facilitating objective feedback.
  • Organizational Agility: The flexibility and adaptability of OKRs enable organizations to respond effectively to changing market conditions and seize new opportunities.

Engagedly’s OKR module is more than just a software; it’s a catalyst for organizational transformation. By streamlining goal setting, fostering transparency and communication, and driving continuous improvement, it empowers organizations to achieve their full potential and navigate the path towards success.

Final Thoughts

The current dynamic and unprecedented business challenges offer both threats and opportunities for organizations. Sustainability in today’s world requires taking smart decisions and being goal-centric. Companies that are leveraging technology for decision-making and performance management are reaping the benefits of higher ROI and productivity. The OKR methodology can help companies set strategic goals and become highly efficient at utilizing their valuable resources. 

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9 Ways To Inspire Your Team To Meet OKRs

“A mission keeps you on the rails. The OKRs provide focus and milestones.” -Christina Wodtke

The world of business is goal-oriented. Every business organization and different teams within the company have their own goals to chase. These goals are in alignment with the overall vision and mission of the company. If we observe closely, the task of setting goals is easier, but the task of accomplishing them is challenging.

To continue, while pursuing goals, our vision often gets blurred as we only know the finish line. We know where we want to go, but we don’t often know how far we have come or how close we have come to our final destination. Consequently, a lack of a sense of progress inhibits our motivation. 

Realizing these things, John Doerr, one of the richest American investors and venture capitalists, came up with the term, “Objectives and Key Results.” OKRs help you set measurable goals. When you measure your goals, every day is a saga of progress that takes you ahead toward your final objectives. To validate, as per statistics, 95% of the U.S. adults who use the OKRs goal-setting framework know and understand how their work contributes to achieving their company’s business objectives. 

However, if your team doesn’t feel inspired to meet OKRs, despite setting the best key results to achieve along the way, you cannot meet your objectives as per the schedule. This implies that when it comes to accomplishing the OKRs, a lot depends on how motivated your team is.

This blog provides 9 refreshing ways to inspire your team to achieve their OKRs.

9 ways to encourage your team to meet OKRs

Involve your team in the goal-setting process

This is one of the best ways to motivate your team. Involve every team member in the goal-setting process. Consider their ideas, opinions, and visions when it comes to setting goals. Even if you have some predefined goals, ask your teammates what they think about the key results that you should achieve while progressing towards your ultimate goal. This is important because when you make your team feel heard, you inspire them to give their best every day. 

As they answer these questions, you can try to link their goals and aspirations with the team objectives and then get their assistance in defining the key results. Moreover, when your team members see that you have set their suggested key results, they feel elated. Consequently, they feel motivated to achieve those goals. 

Celebrate every milestone accomplished

Don’t be deluded by the idea that only big milestones are to be celebrated. No, that’s not how it is. You should celebrate every milestone your team accomplishes on the path to achieving their objectives. Whether it is big or small, celebrate it. These celebrations are motivation boosters. They are a token of praise for your team’s efforts and motivate them to perform even better and pave their way towards many more such celebrations. 

Furthermore, every celebration should also include a short gap analysis where you all together see where you have reached and how far you still have to go. This analysis will gear everyone up for the next mission.

Exhibit trust in your team’s capabilities

Many times, we just need a little external push to evolve into the best possible versions of ourselves. Hence, you should exhibit trust in your team’s capabilities and let everyone know that you are there for them at all times. You should not only express these things through your words, but your actions should demonstrate them. 

For example, you can’t say that you trust your team when you engage in micromanagement. If you trust your team, there is no question of micromanagement. You give everyone the autonomy to work freely in the office without any control. As a leader, you have a lot of pressure on your shoulders, but the more you trust your team and delegate responsibilities without micromanaging, the more you’ll feel at ease and the better the overall performance of your team will be. 

Communicate effectively

Effective communication leads to effective leadership. It is the key to inspiring your team to achieve their OKRs. When there is a communication gap between you and your team, you aren’t connected with them emotionally. The lack of this emotional connection is one of the prime reasons why often, team members don’t feel as inspired to pursue the goals you want them to pursue. 

Given that, you should engage in effective conversations with your team members. These conversations should always be two-way. This will ensure that your team is emotionally inclined towards you and feels encouraged to leave no stone unturned to keep you happy. 

Moreover, you should also remind your team about the OKRs to be achieved. This will assist in enhancing their efficiency and will assist you in attaining the SMART goals of your business.

Be a role model for your team: Inspired leaders lead to inspired teams

Whether you believe it or not, your team is a reflection of you. If you exhibit high levels of enthusiasm towards your work, your team will exhibit high levels of enthusiasm too. 

Quite the contrary, if you don’t take things seriously, your team doesn’t either. If you exhibit low levels of professionalism, your team will do the same too. In short, your team looks up to you and reflects your personality as a leader. Given that, if you aspire to inspire your team to meet the OKRs, you should be inspired to do the same first. 

Incorporate team play sessions into the daily schedule

It is imperative to know that all work and no play makes employees dull workers. Yes, that’s true. When our professional lives get filled with too much work, dullness seeps in.

The best way to prevent that is to incorporate team play sessions into the daily schedule. Devoting 20 to 25 minutes to these play sessions can be a game-changer. Try this out and see the results for yourself. You’ll find your employees happy and energized, which will eventually lead them to meet the OKRs.

Focus on improving team engagement

Did you know that engaged team members are more likely to meet the OKRs? That’s true because engaged team members have a strong inclination not only towards their work but towards their team as well. This inclination inspires them to give their best for themselves and for their team.. Moreover, as per the report, highly engaged businesses successfully generate 21% more profitability compared to non-engaged ones. 

Whereas, disengaged team members do the exact opposite. With that said, engaging your team members can go a long way in inspiring them to accomplish the OKRs. Further, below are multiple strategies that you can implement to engage your team members. 

  • Appreciating everyone for their efforts, however small it isTake 
  • anonymous feedback to resolve their issues
  • Organize happy hours

Establish cordial connections within your team

The relationships between your team members have a significant impact on their overall performance. When you are a part of a team, you are impacted by the relationships with your team members. If you don’t have a good relationship with them, you feel elated in their presence. But, if you have a poor relationship with them, you will feel irritated and agitated in their presence. Your mood obviously impacts your work performance.

Given that, it is imperative for you to focus on the relationships between your team members. The major reason behind the same is that positive, cordial relationships add to the happiness of employees, which further enhances their productivity. To substantiate, according to the University of Oxford, happy employees are 13% more productive and efficient. 

Hence, there should be cordial bonds between them if you have to derive the best performance from your team. Further, informal discussions, weekly team outings, and involvement in sports are some of the most effective tactics to form cordial relationships between your team members. 

Design your workplace in a captivating manner

The type of workplace we work in also impacts our productivity and potential. If it is chaotic, doesn’t have an appealing appearance, or radiates positive vibes, we can’t function at our full potential. Hence, it is imperative for you to design your workplace in a captivating manner. Try to add some color to your workplace, bring in some plants, and allow your employees to bring their pets if you feel okay. These things will together contribute to uplifting the energy level of your employees, which will eventually help them meet the OKRs.

The above-discussed methods are some of the tried and tested ways to motivate your team to meet their OKRs. Do try them out and see the results for yourself. We hope that these tactics truly impact your team and that you, together, achieve all that you aspire to accomplish. 


Author’s Bio

Jessica Robinson is a charismatic corporate leader, a selfless educator, and a versatile content creator. Despite a management degree, her vision behind blogging is not only to follow her passion but to create more informed societies. Her selflessness reflects in every piece of her work on The Speaking Polymath.

Understanding OKRs: Best Practices and Benefits

Occasionally, you hear about organizations gaining popularity owing to their performance and achievements. However, the real story of how they got there is rarely told. To elaborate, some of the most recognizable brands, like Google, Apple, and Amazon, began with objectives and they all had one commonality: they all used the OKR (Objectives and Key Results) approach or OKR best practices.

When properly enforced, the OKR framework aligns organization, team, and employee objectives with quantifiable outcomes.

According to Google co-founder, Larry Page, OKRs have the potential to lead to “10x growth” in the long term.

OKRs are a straightforward yet effective method for establishing objectives and monitoring progress. Techniques that other businesses have tested and improved should also be beneficial to your company — when you follow the tried-and-tested OKR best practices.

Continue reading to understand the best practices of OKR for your teams! Managers and executives may use OKRs to enhance accountability, openness, and alignment of objectives with performance in their businesses.

Differentiating factors of OKRs and their effectiveness

Setting goals, a fundamental component of every performance management strategy, assist organizations in increasing their productivity. OKRs are a common goal-setting framework that organizations use to establish and monitor achievement at various organizational levels. OKRs foster creativity, unify teams and establish a clear roadmap for organizations to reach the next level when applied successfully.

Most often, OKRs are specified quarterly (a 3-month cycle). Andy Grove, “The Father of OKRs,” created this framework in the 1970s. Later, Google applied this structure with great success and saw exponential growth. Thousands of enterprises, from Apple to Amazon and the United States Navy, use OKRs today.

OKR structure framework’s primary objective is to align employees, working company-wide, to direct their efforts toward clearly stated objectives. OKRs apply on a global, department, workgroup, and/or team level.

Also Read: The Ultimate Guide To OKRs And Templates

Why do most organizations prefer OKRs?

OKR best practices provide a tangible method for measuring progress. In addition, they provide the flexibility to fulfill your goals. They enable you to concentrate on outcomes rather than micromanaging the execution of activities.

Other important reasons for employing OKRs include:

— Improving collaboration by aligning individual efforts with shared objectives

— Increasing employee commitment and motivation.

— Enabling managers to provide effective performance evaluations and constructive criticism.

Also Read: Have You Set Effective OKRs For Your Customer Success Team?

OKRs’ approach to driving business success

Companies can utilize OKRs in five fundamental ways to manage performance:

  1. Arrangement

OKRs ensure every employee understands what agendas and objectives teams are working on; their purpose, and how they can contribute to the company’s success.

  1. Establishing priorities

OKRs fill the void between high-level objectives and everyday tasks. This provides employees with the ability to prioritize daily chores and long-term ambitions.

  1. Openness

OKR best practices build transparent organizational cultures by apprising everyone, from the CEO to the intern, about the priorities and goals of multidisciplinary teams.

  1. Accountability

OKRs outline the responsibility and goals of each employee and eliminate any ambiguity about who is accountable for achieving certain objectives.

  1. Trust and confidence

OKRs allow employees to see the results of their efforts and feel in control of their own progress.

Are the objectives and the key results the same?

No, the objectives and the key results differ in concept and definition. We have described each of them individually so that you can get a better understanding of them.

  1. Objective

An objective is a desired accomplishment and hence, conveys the “what” has to be achieved by employees. By nature, thus, an objective is both decisive and realistic. It is measurable, distinct, and should be obvious whether a goal has been achieved. Most significantly, an objective must provide unambiguous and specific value to an organization. 

  1. Key Result

A Key Result is associated with an objective and offers an understanding of how well an organization is performing and whether it is on the intended track to meet its objectives. It’s a measuring stick for the milestone or the target (objective). An objective should preferably include no more than five key results.

An example of differentiating objective and key results for a marketing team is:

Objective:

Increase market growth, compared to Q2, 2021.

Related Key Results:

  • Expand lead generation pipeline by 15% 
  • Increase email marketing campaigns by 2X
  • Increase social media read by 3X
Also Read: What Are Objectives And Key Results (OKR)?

A step-by-step implementation guide of OKR best practices

Setting objectives is not a one-size-fits-all approach. To implement an OKR management framework successfully, an organization must plan out a variety of processes before, during, and after implementing the OKR checklist. Given below are some step-by-step guidelines for implementing OKR practices.

Goal, vision, mission, and strategy

In order to get the most out of an OKR program, organizations need to clearly understand their goals, mission, vision, and business strategies. OKRs should be based on your goals and business strategies; serve as a vehicle for fulfilling your vision, and be consistent with your overall mission statement.

Make sure the OKRs are simple

Ensure that OKRs are simple to understand and achievable. Too many objectives may make prioritizing and implementation difficult. Hence, begin by making OKR objectives separately for an organization and its teams. Ideally, each team should have a maximum of five objectives and three Key Results per objective.

Familiarizing employees with best practices of OKR

The ability to establish goals is a taught rather than being an intrinsic talent, thus, organizations must offer employees with sufficient directions on how to set achievable OKRs. Workshops are an excellent tool for helping newcomers to get familiarized with the OKR process.

Analyzing essential elements before developing OKRs 

The business environment of an organization should define its methodologies for achieving objectives. Before developing OKRs, businesses should analyze several facets of their day-to-day operations, including headcount, management structure, and business processes.

Employee Participation

Occasionally, it may not be possible to include every employee in every step of the OKR-setting procedure. Employees should understand who is accountable for defining and monitoring OKRs at each level; which projects and KPIs they should prioritize; why the company is implementing a new goal-setting process, and how their work relates to the business.

Allow employees to contribute to the development of their own OKRs

Empower employees to actively participate in their own OKRs in order to foster autonomy. This may enable individuals to concentrate on initiatives that pique their interests; maximize their skill sets and advance their careers. Their supervisors may help ensure alignment with departmental and corporate OKRs, as well as fulfilling business requirements.

Defining OKRs in advance before each quarter

Start establishing OKRs prior to the beginning of the quarter, particularly company-level objectives. Developing team OKRs may also require significant work, preparation, and consensus. 

In addition, you will need time to outline the strategies and programs that you will implement to achieve success on the Key Results. It is ideal to prepare OKRs two weeks before the beginning of the quarter. This way, you will be prepared when the OKR cycle begins.

Integrating Departmental OKRs with Organizational OKRs

OKRs for a specific department are distinct from those for the whole organization. However, they must align to support the organizational objectives to produce optimal outcomes. You can start working as a team today by using Engagedly’s solution (OKR/Goal Alignment platform), which offers you the best functionalities and ideas to create OKR for both department and organization.

Dedicated goal tracking software to maintain the quantitative nature of OKRs.

Tracking OKRs may be a difficult procedure for businesses of any size. To keep OKRs transparent and quantifiable, you may use a goal tracking software, which includes OKR performance evaluation tools and a specialized goal-tracking program.

Also Read: Know Why Your Organization Should Start Using An OKR Software
Evaluating OKRs through a grading system

Grading is the method through which organizations assess OKR performance objectively. OKRs are scored on a scale, ranging from 0.0 to 1.0. Each key outcome is rated, and the average of those grades is used to determine the grade for each goal.

If an employee consistently receives a perfect score on your OKRs, create more challenging objectives. Similarly, if an employee frequently scores less than 0.3 on your goals, it may be time to revise your objectives and key outcomes.

Sharing Developments

Meetings to review OKRs are crucial. Every quarter, employees, managers, and higher management should meet to review OKRs achievement, established at the beginning of the previous goal cycle. Managers’ review of feedback and management of direct reports should include OKRs in their one-on-one sessions.

Reward your employees for achieving OKRs

Reward your team after they have successfully met their OKRs at the end of a quarter since recognition is more like positive reinforcement. However, note that OKRs work as an efficient tool for goal alignment than for employee performance appraisal. Use OKRs with other assessment elements, such as agile metrics and workplace behavior, to analyze team success.

Analyzing to get insight and make corrections

Grading is an objective assessment, while learning is the process of examining success and failure within the OKR cycle. Evaluation of OKRs should occur often, but each cycle should also involve a more in-depth analysis of what went well; what did not go well, and what lessons may be transferred to the following cycle.

Top advantages of adopting the best OKR practices

  • Determine how the planned progress aligns with the mission, vision, strategies, and key objectives
  • Align and link your employees to your organization’s objectives
  • Make better judgments that are more effective and well-founded
  • Provide each team and employee with clear guidance
  • Increase productivity by concentrating on your objectives
  • Analyze the underlying reasons why goals are not met and work on them with the corrective measures
  • Enhance allocation of resources and their efficiency
  • Achieve transparency, accountability, and clarity.
  • Utilize weekly updates to gain perspective and understanding
  • Measure regular progress toward objectives
  • Manage accomplishment and execution with increased responsibility and transparency
  • Your goal-setting approach may help employees to feel more empowered and engaged
  • Enhance executive-level visibility and openness across the company
  • Establish clear and explicit objectives
  • Identify and document cross-functional linkages across teams

Summing up:

The OKRs framework is a potent instrument for assisting organizations in defining objectives and the corresponding quantifiable activities. Here are some concluding recommendations for making OKRs work for your organization:

  • Keep your OKR checklist simple and adaptable
  • Use the lessons learned from previous OKRs to iterate, design, and build new OKRs.
  • Establish OKRs periodically – preferably quarterly, or set OKRs at least every six months.
  • Ensure OKRs are aspirational, quantifiable, and transparent
  • Use technologies that facilitate and prioritize OKR tracking

To understand more about OKR best practices or how Engagedly software can enable you to better organize, measure, and accomplish your objectives, check out its features and book a demo. You can chat with one of our OKR specialists about your organization’s OKR or management requirements. 


Want to know how Engagedly can help you manage your hybrid employees better? Request us for a demo.

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A Guide to Choosing the Best OKR Software for Your Business

One of the most widely accepted frameworks for strategy execution in an organization is Objectives and Key Results, often abbreviated as OKRs. For the success of an organization, each team and department in the entity should work towards the fulfilment of its overall business plan. The short-term objectives should align with the key results, and a consistent feedback mechanism should ensure performance management. 

OKR is a management method that has helped organizations like Google and Intel align their team members with the right goals for their growth and success. It also steered LinkedIn to a market capitalization of over $20 billion.

The importance of implementing the goal-setting framework for an entity cannot be overstated. However, it is essential to understand that each organization differs in its size, goals, mission, core values, etc. Hence, your OKR tool has to align accordingly. 

If you plan to roll out OKR for your team, the market has many tools to offer. These tools differ in their functionalities and the issues they prioritize. Hence, finding the right software for your business becomes quintessential. The selection process begins with obtaining an understanding of the framework and finding the right match to create a high-performance culture.

What is an OKR Management Platform?

Goal setting is a quintessential step in an organization’s journey to success. For most organizations, setting objectives and Key results begins with a simple spreadsheet. However, as an organization grows, it branches out in multiple directions, with each team contributing to the overall business strategy. 

OKR software provides a convenient tool for setting goals, tracking progress, and measuring results in an organization. It also offers a platform for communication with subordinates and peers to ensure that the challenges are tackled before they become critical. 

Also read: How company culture shapes employee engagement?

OKRs help organizations drive real performance by making employees accountable for their activities. Our expert guide on OKRs talks about how businesses just like yours can get started with them.

Take a look here.  “The Ultimate Guide To OKRs And Templates.”

Best OKR software for your business

An OKR software follows the objective and key results methodology and ensures the fulfilment of business goals. With so many OKR tools in the market, choosing the right one for your business can become a tedious task. However, considering a few factors can help you find a perfect match for your organisation.

User-friendliness

Quality of user experience is the most important factor in the success of an OKR management software. The OKR software for your business should have a simple, clean interface that attracts and engages the users. The interface should be easy to navigate and use, even by members who lack a strong grip on the technology. 

Getting new users on the platform, editing objectives and key results, and tracking progress should be hassle-free. The OKR tools should have a responsive design that offers optimum performance irrespective of the user device. The layout and instructions should be clear, even for new users. Also, you need to check the kind of customer support offered by the developers.

Size of the business

The size of your enterprise is an essential consideration when choosing the best OKR software for your business. You need to consider the number of members who will use the software. Also, the prospective size of the organization plays a critical role. Hence, plans for scaling up your company in the near future must be taken into consideration before choosing the OKR tool.

Business goals

Every organization has different reasons for choosing OKR tools. Your choice will depend on the type of organizational culture and the business needs you aim to fulfil. 

To understand your requirements, you need to assess:

  • What are the key benefits that you wish to achieve from OKR framework execution? 
  • Which of these goals are immediate? 
  • What is the time frame for the other goals that you want to accomplish? 
  • What are the challenges you plan to tackle with the OKR tool? 

The answer to the above question will help you understand your requirements and streamline the selection process. 

Some reasons for implementing OKR software are:

  • To set clear and specific business goals
  • To align employee performance with the business objectives
  • To enable employees to measure their contribution to key business results and boost engagement
  • To create accountability and empowerment for the workforce
  • To facilitate clear communication between management and team members
Also read: OKR Goal Setting For Successful Businesses

Coaching

Despite the popularity of the OKR framework, many organizations are unaware of the tools and the best OKR practices. Even the most effective OKR tool may fail to create the desired impact for your business if it is not executed and used in the right manner. 

To use the OKR management software for your enterprise, you need to be aware of the OKR framework. Learning from a team of experts will enable you to set the right goals and leverage the best OKR practices for the success of your organization.  

The need for coaching becomes paramount if you are implementing OKR tracking software in your business for the first time. The key to a successful OKR strategy execution is understanding the framework and the OKR software. 

In the absence of a thorough understanding, an organization continues to use the OKR tools as an extension of their routine activities, which brings no productivity boost. Hence, it is essential to find software that also offers coaching by a team of experts for its successful execution in the entity.  

Integration

Toggling between different software can be a cumbersome task. It can hinder employee productivity and can also make the OKR tool ineffective. Hence, to maximize the potential of your OKR tracking software, you need to ensure that it offers integration with other applications.

Take a look at the existing tools used by the various departments and make a list of the software that the product sales or marketing team would like to use in the future. Choose an OKR software that offers integration with these applications. 

This will ensure that the team members can link their efforts to the business strategy and results. Also, the OKR tracking software should provide seamless integration with performance management tools within the organization.

Also read: How To Maximize The Potential Of OKRs?

Pricing

The price of OKR management software is an essential consideration. The pricing should be transparent, with no additional or hidden charges. However, it should never be considered the sole determinant when choosing a software solution.

Apart from the price, analyse whether the tool offers value for its investment. This requires considering factors like the size of the company, the functionality offered, integration with other tools, coaching by experts, etc.

For small businesses, pricing can be a critical factor, as the organization is still in its early stages and may suffer from financial restrictions. A suitable solution in such a case is to consider the desired functions and features to set a budget accordingly.

 This will allow you to make a comparison between different software that offers the functionalities and fits your budget. Also, it is advisable to try out a free trial version of the software before you make the ultimate commitment. This will help you understand how well the OKR tracking software fits your organizational needs. 

Data protection

Irrespective of its size and business objectives, data is the most valuable asset for any organization. Hence, it needs to be protected from data leakage and confidentiality breach.

Once you roll out OKR software, it becomes an ultimate part of your organization. The process of goal setting involves sharing a lot of critical organizational information and data. Hence, it is important to ensure that this information remains confidential and well protected. 

Before you choose the best OKR software for your business, you need to ensure that it complies with the major data protection and GDPR guidelines.

Conclusion

The OKR management platform enables an organization to achieve unprecedented results through clear goal-setting and performance evaluation. It allows each team to contribute to organizational success by focusing their efforts on the business objectives and key results. 

The OKR tools make the strategy execution process more convenient by providing a platform for continuous evaluation and monitoring. It helps each member to track their progress to the organizational goals and boosts employee morale and engagement. Also, it creates a sense of accountability on the part of employees as they can see their contribution to the organisational objectives.

OKR tools enable goal-setting, as well as continuous monitoring to ensure that any discrepancies are addressed at the earliest. It also provides a means for consistent communication with subordinates, as well as peers. Hence, OKR software bridges the gap between strategy execution and performance evaluation and helps in achieving organizational results. 

However, the best OKR management platform for each organisation depends on the specific requirements, size, functionality, budget, and software integration needs of the entity. Hence, for a successful OKR execution, an organisation needs to find the balance between available financial resources and desired functions.  

Goal settings and OKRs


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Finance OKRs Examples- Balance Growth, Cost, And Efficiency

Finance leaders and strategists are at the helm of managing the cash flow, revenue streams, and expenses of the organization. With such responsibilities at their shoulders, it is important for them manage their goals and activities effectively to achieve organizational objectives.

Enter, Finance OKRs, a methodology to help finance leaders operationalize and streamline their tasks to focus on key areas and harbinger results.

Finance OKRs have become an important part of performance management in today’s changing business environment. Many thoughtful leaders are adopting them to accomplish their organizations’ most important financial goals. The Objectives and Key Results (OKRs) methodology is one of the most simple and effective ways for goal setting and monitoring.

In this article, we will discuss Finance OKRs and provide pragmatic examples that you can use in your organization.

Also Read: Marketing OKRs examples 

Finance OKRs Examples

finance okrs examples

Writing OKRs for the finance department can be a daunting task, especially when you are doing it for the first time. You must be aware of the critical areas that require your attention, as well as what you must track and monitor. Well-written OKRs can help increase the productivity of the team by aligning team members’ objectives with the organization’s goals. And it requires several improvement cycles to come up with the winning OKRs.

You can refer to the below guide to understand the process of writing effective and successful business OKRs and recreate them for your finance team.

Also Read: The Essential Guide To OKRs: Your Ultimate Tool To Setting Winning Goals

Objective 1 – Strengthen and make the auditing process transparent

Key results – 

  • Complete an internal audit before the end of Q3
  • Audit 60% of the identified risks
  • Prepare a monthly report to avoid loss of data
  • Identify departments and process where repeated losses occur

Objective  2- Get budget variance to less than 5% (budget to actual)

Key results – 

  • Identify loss areas and reduce unnecessary expenditure by 80% by Q4 2017-18
  • List all categories that have used excess of budget more than 3 times in last 6 months
  • Identify the categories where repeated losses occur

Objective  3- Improve annual budgeting and business planning

Key results – 

  • Increase Average Monthly Revenue Growth Rate to 20%
  • Reduce costs for the budget meeting by 50 percent
  • Close the final budget by November 30th
  • Have each business line manager start using our online dashboards

goal setting guide

Objective  4- Create annual financial strategy 

Key results – 

  • Finalize budget by Q4 FY 2020-2021
  • Active discussions all the team function managers by Q4 FY 2020-2021

Objective 5- Make quarterly financial analysis processes more efficient

Key results-

  • Create a strategic plan for optimizing the 5 most important processes
  • Organize 3 webinars per month discussing the importance of internal reporting
  • Create customizable internal templates for quick reporting

Objective 6- Make financial reporting more transparent

Key results-

  • Payment processing time to be reduced from 22 hours to 18 hours
  • Automate categorizing every invoice based on the type of expense
  • Primary documentation to be reduced from 80% to 50%

Also read: Goal Setting Processes – OKR vs KPI

Objective 7- Reducing payroll errors

Key results-

  • Create a 3 step verification process including maker, checker, and verifier
  • Reduce payroll errors to vendors and consultants by 30%
  • Reduce error resolution time from 48 hours to 36 hours

Final Thoughts On Finance OKRs

Goal setting is critically important to reaching organizational objectives. With the help of methodologies like OKRs, organizations can create and analyze the progress of their most important goals. The finance team OKRs discussed in this article will help your team gain greater visibility into their goals, making them more accountable for their performance.


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Customer Success OKRs [Importance & Examples]

As per a report by Hubspot, growing companies are 21% more likely to give importance to customer success than their stagnant counterparts.

Customers are often referred to as the lifeline of every organization as they determine their failures or success. Organizations take a conscious effort to retain their existing customers and attract new ones. So it becomes crucial for all to have an efficient customer success team in place. They play an important role in all the stages of the customer life cycle and act as a direct connection between customers and your company.

Moreover, they help in creating and nurturing a strong relationship between the organization and its customers. In this article, we will guide you on how to set effective OKRs for your customer success team so that they provide amazing customer support continuously. But before we learn more about OKRs for a customer success team, let’s first understand what OKRs are and Why you should use them. 

Also Read: The Essential Guide To OKRs: Your Ultimate Tool To Setting Winning Goals

What Are OKRs?

OKRs or Objective and Key Results is a goal-setting framework that has been adopted by successful organizations such as Google, Amazon, Disney, LinkedIn, and more. The concept of OKRs was first introduced in the ’70s at Intel by Andy Grove. Later, it was popularized by John Doerr when he introduced it at Google in 1999. It became a central element to Google’s culture as a management methodology, which will help focus company efforts on the same important issue throughout the organization.

OKRs consists of two components, namely:

Objectives : a clearly defined goal to be achieved

Key Results : measurable steps to achieve the objectives

Each objective ideally should have 3-5 associated key results. An ideal OKR should answer two basic questions:  ‘What do you want to achieve?’ and ‘How will you achieve it?’.

Also Read: Goal Setting Processes: KPI VS OKR

Why Use Customer Success OKRs?

examples of customer success OKRsThe benefits associated with OKRs have made it a popular goal-setting tool among all organizations. Here are some of them:

Focussed : OKRs are limited in number and set for a quarter or any specific time interval. It helps the team and the team members to focus and prioritize their tasks, depending on what is important for the month and the quarter.

Aligned : OKRs make it easy to align every employee’s goal to the organizational goal and vision. 

Stretchable : OKRs allows organizations to push themselves a step ahead and set stretch goals for themselves. As John Doerr says, “Larry Page of Google is the high priest of 10x-ing everything, stretching further. He’ll say, ‘I’d rather have the objective be to go to Mars, and if we fall short, we’ll get to the moon. This is how you make moonshots.’” 

Accountability : Everyone is accountable for their own goals and knows how success will be measured and who is responsible

goal setting guide

Customer Success OKR Examples

Customers success OKRs are helpful at every stage of the customer success journey. Be it production, support, team performance, and customer experience, having well-defined OKRs for customer success leads to clarity and better output.

Check out the customer success OKR examples below to you get started with effective and measurable goal setting in your team.

Customer Experience OKR Examples 

Objective 1: Improve Customer Satisfaction Index in Q4 by 30%

Key Results:

Conduct 50 customer satisfaction surveys every month

Conduct monthly interviews with 10 recently churned customers

Achieve a Net Promoter Score (NPS) of 10.0

Team Performance OKR Examples 

Objective 2: Maximize Performance and Efficiency of the Support Team

Key Results: 

Ensure that the team attends at least three training sessions every month

Organize business communication programs for new joiners 

Conduct weekly team huddle meetings to discuss issues faced by team members

Objective 3: Increasing Customer Product Adoption Through Exemplary Customer Service

Key Results:

– Resolve customer onboarding issues within 2 hours

Provide product updates while resolving issues

– Inform every customer regarding upcoming services and updates that are relevant to them

Also Read: Wondering How To Set OKRs For The Engineering Team?

Also Read: OKRs For Healthcare Professionals

Customer Support OKR Examples 

Objective 4: Reduce The Turnaround Time and Provide Resolution within SLA (Service Level Agreement)

Key Results:

Critical issues response time should be one hour and resolved within a day

Each member of the customer support team resolves eight customer issues every day

Standardize or automate solutions for five similar issues every quarter

All customer complaints receive a response within 48 hours 

Production OKR Examples

Objective 5:  Help Customers get Maximum value from the product

Key Results:

Smooth onboarding and training of all new customers

Communicate issues and bugs on time to all existing customers

Schedule downtime and maintenance activities on weekends

Conclusion

OKRs are a time-tested tool that is being used by numerous Fortune 500 organizations to keep track of their most important organizational goals. We hope the OKRs for customer success discussed in this article will help you get started with goal setting in your organization.


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The Complete Guide To Employee Health And Wellbeing Strategy

Employees’ health and wellbeing initiatives have always been a crucial offering of most organizations, but of recent have even gained more traction. The pandemic has presented us with a cruel reminder of why having an employee health and wellbeing strategy is essential for any organization. The report of increased stress levels, loneliness, anxiety, and sick days has highlighted more than ever the benefits of having a happy and fit workforce.

Also read: Employee Wellbeing And Absenteeism At Work

Since employees are the backbone of every organization, it is necessary to pay attention to their mental, physical and financial wellbeing. This article will explore the meaning of employee health and wellbeing strategy. We will also highlight steps you can take to develop an employee wellbeing strategy or, if one exists, improve it.

What is Employee Health and Wellbeing Strategy?

Before describing the employee wellbeing strategy, let’s first define what employee wellbeing is. Employee wellbeing refers to the physical, physiological, and financial welfare of employees of an organization. Therefore, an organizational wellbeing strategy is a plan, system, or actions taken to achieve the health and wellbeing of employees. 

The goal is to have a system or culture that helps employees thrive to the best of their ability. A study by SFM shows that 77% of companies have an employee wellbeing program. Another survey by Buffet National Wellness reveals that only 36% of organizations evaluate the effectiveness of employee wellbeing programs. A successful strategy ties the wellbeing program to other organizational strategic objectives-allowing management to measure its effectiveness.

What Areas Should Employee Health and Wellbeing Strategy Address?

When most people hear about employee wellbeing programs, they think of the psychological health aspect alone. But it also comprises the financial and physical. It is the holistic view of all three combined. And while you may lean towards one more than the others, it’s best to have elements of all when preparing an organizational wellbeing strategy.

Physical Wellbeing

Physical wellbeing is all about encouraging your employees to take their physical health seriously. A study published in ACOEM and led by Nicolaas P. Pronk shows that physically fit employees are more likely to engage more in the workplace. They are also more productive. Physical wellbeing aims to help employees stay fit through exercising and eating healthy. It is trying to help employees build healthy physical habits.

They are various ways organizations promote these habits, and some are:

  • Offering a discount on a gym membership
  • Free healthy snacks
  • Healthy Cooking Classes
  • Massage Therapist 
  • Fitness resources and workout videos, etc.

These are some examples of physical employee wellbeing activities in an organization. Some employers also provide health information like taking walks every thirty minutes, sitting positions to help with posture and back pains, or even specialized tables and chairs to help you practice these healthy work habits.

One aspect that seems not to pop up as often is the importance of rest and sleep. A study by AASM (American Academy of Sleep Medicine) shows workers who report sleeping 5-6 hours experienced 19% productivity loss, and those who slept under 5 hours were 29% less productive. Adequate rest is as essential as exercise and nutrition when thinking about the wellbeing of your employees.

Also read: 7 Ways To Curb Workplace Negativity

Mental Wellbeing

Mental wellbeing is the one that has attracted the most attention in recent times because of the pandemic. It covers the state of the employee’s mind. Issues like a sense of meaning in what they do in the workplace, personal accomplishments, and working relationships factor into the employee’s mental wellbeing.

Some ways organizations have helped tackle this is by offering.

  • Flexible Working days
  • Offering mandatory mental health training for managers
  • Offering courses on mental health
  • Reviewing and managing the workload of employees
  • Providing the tools necessary to deliver on their assignments
  • Meditation classes
  • Non-monetary rewards
  • Access to a psychologist

A study by the World Health Organisation shows that the global economy loses up to 1 trillion dollars because of depression and anxiety. The figure shows just how important the mental health of employees is.

An essential aspect of mental wellbeing is its social aspect. How employees interact with their coworkers and bosses in the workplace is crucial. As well as their social support system outside the workplace, like friends and family members. A positive relationship can help them bring about a decent level of stability.

Financial Wellbeing

Financial wellbeing is crucial because one primary reason people work is to earn money. It covers the present upkeep of the employees, retirement plans, job security, and debt management.

One thing we saw during the pandemic was layoffs, something that threatened the financial wellbeing of many people. Another was cuts or removal of certain perks. 

So what are some ways in which employers have tried to support their employees?

  • Complimentary perks like; free movie tickets or coffee.
  • Discounts on meals in certain restaurants or holiday destinations.
  • Cashback schemes.
  • Vouchers at certain grocery stores.
  • Insurance and pension packages
  • Payment schemes for smartphones and laptops

Now that we have gone through the three primary aspects of health and wellbeing. Let’s look at why companies need to take them seriously.

Why is Employee Health and Wellbeing Strategy Important to Companies?

Every organization wants assurance about their investments or at least proof that the investment is worthwhile. Most companies that have not taken the wellbeing strategy in the workplace seriously argue that it isn’t necessary. This assumption couldn’t be more inaccurate. A well-executed employee wellbeing strategy has its advantages, some of which we will highlight in this section.

Improves Productivity

A well-executed wellbeing strategy can lead to improved productivity. A 2017 GSK study that surveyed workers in China, India and the Philippians revealed 60% of them said they experienced head pain relating to their jobs, leading to loss of productivity. Health and wellness programs improve employee engagement, which in turn improves employee productivity. 

Also read: The Impact Of Employee Engagement On Productivity

Helps to Reduce Costs

A company with an ineffective employee health and wellness program is a company that will react to health-related problems. The disadvantage of reacting rather than being proactive to situations is that the company pays for them. And we mean literally, it will cost you more to treat a problem than to prevent it.

According to the Indiana State Department of Health, employers on average can save $3.48 on lower health care and $5.82 on absenteeism costs for every $1 spent on employee wellbeing. 

Helps to Reduce Stress Levels

Stress is a problem every organization seeks to minimize. A CDC study revealed that 40% of workers are extremely stressed and 25% of them experience burnout often. Stress levels can be regulated and maintained with the proper wellness plan in place. 

Attracts Talents 

According to a 2019 survey by safety and health magazine, 87 percent of workers between 18-34 consider employee health and wellbeing when choosing a Job. This is proof that talents today are watching out for companies that take good care of their employees. Another study by APA showed employees are also more likely to recommend a company as a good place to work if they support wellbeing initiatives. These studies prove that an excellent program will attract the best talents.

Improves Employee Retention

Fatigue and burnout are two deep concerns for organizations. A study by the American Psychological Association shows that employees are 2.6 times more likely to quit their jobs due to fatigue. The same report also revealed that people are 23% more likely to visit an emergency room and 69% more likely to call in sick. 

All the above points are viable reasons you should start an employee health and wellbeing program and if one already exists, work on it to get better.

Also read: Employee Retention Strategy: How To Retain Top Talent?

Key Points to Consider for a Successful Employee Health and Wellbeing Strategy

When it comes to implementing the right organizational wellbeing strategy, it isn’t a one-fit-all approach. Each organization has their own peculiar need, and therefore it requires a lot of customization from the HR team. This section will highlight some tips to remember when setting up an employee wellbeing initiative.

Know Your Employees

The first thing to remember is you cannot set up an employee wellbeing program when you do not know their pain point. It’s easy to be swept away by what other companies are introducing, but remember that each organization has its own tailored needs. The first thing you need to do is take a kind of census. It can be a quick survey highlighting the pressing needs of the employees. The essential thing to note is to involve them in the development process.

Link Wellbeing Strategy to Company Objectives

One way to make sure your health and wellbeing strategy goes well is to tie the goals to business objectives. Doing this ensures that you are clear on the goals of the employee wellbeing program. An example is setting a goal of reducing absenteeism by 5% within the next two years. 

Setting an obvious goal ensures that the company can keep track. Another goal that can complement this is to improve revenue by 5% in the same period. Setting these goals allows you to measure the effectiveness of the health and wellbeing initiative.

Also read: 3 Factors To Remember While Setting Employee Goals

Get Leadership Support

For any strategy to succeed, it must come from top management. As the HR team involves employees, it’s also important to involve senior management. A study by APA shows that 73% of employees supported by their top management said their wellbeing initiative program was effective. Only 11% of employees not backed by senior management agreed the health and wellbeing initiative was effective. 

Communicate The Initiative Frequently

One vital aspect of implementing any strategy is communicating effectively. Part of your strategy will be an engaging way to launch the program. How would you pitch the idea to the employees? 

Ideally, there shouldn’t be a problem since they were involved, but there is nothing wrong with reminding them of the issues the wellbeing program solves. It is also best to have weekly, bi-weekly or monthly reminders on the wellness programs employees have access to so they make use of them. It’s also essential to introduce new employees to the various perks to stay informed.

Take Regular Feedback

No strategy is perfect, so you need feedback from those using the program. Employee feedback is key in improving and adapting the health and wellbeing strategy for the organisation. It also keeps employees engaged with the program. Companies can carry out feedback quarterly, bi-annually, or annually to get a feel of its effect.

Continue Improving the Process

Collecting feedback is only one of the two-step processes. Implementing and putting the feedback into effect is the other side of the process.

A bonus tip here is when starting, begin with a few initiatives. Monitor and improve them, and when ingrained into the company system, add another wellbeing activity to it. For example, if your company starts a subsidised gym membership, don’t start with a mental health first training session at the same time. 

It’s best to have other wellbeing activities that complement the subsidized gym membership, like nutrition classes. This way, you can measure their effectiveness since they aim to achieve the same goal – employees in better physical shape.

In conclusion, creating a successful employee health and wellbeing strategy isn’t a walk in the pack. It involves research on the needs of the organization and the employees, and trial and error. What will make the process a success is it involves everyone, from the employees to top management. 


Learn how Engagedly can help you with employee health and wellbeing by requesting us for a demo.

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Leadership In Times of Crisis: How To Lead Efficiently

The real test of leadership does not occur when everything is sailing smoothly. Rather, leadership is oftentimes tested during a crisis. The way a leader behaves and acts during a crisis will establish their credentials as a good leader or a poor one. In this article, we will discuss the importance of leadership in times of crisis and how crisis leadership can provide a way to lead effectively.

Continue reading “Leadership In Times of Crisis: How To Lead Efficiently”

Why companies should invest in People Analytics

People Analytics can be a fortune-maker for businesses! – Max Blumberg

Many leading and growing companies are adopting advanced methods of analyzing workforce data to enhance their employee engagement and efficiency. Companies can now understand how to engage, retain and ensure the productivity of their employees. People Analytics has become an indispensable strategy that allows companies to make better management and business decisions.

Here are six reasons your organization should consider investing in people analytics.

Improve Employee Engagement and Reduce Attrition

Employee turnover can be extremely costly. The cost of filling the position involves time and money spent on the recruitment process, training the new employee, onboarding, etc. One of the best ways to fight employee turnover is by increasing employee engagement. 

Gallup data shows that highly engaged businesses achieve 59% less turnover. People Analytics help organizations in creating, collecting, implementing, and analyzing the data, and thereby improving retention and employee engagement.

Also Read: Do These 8 Things To Improve Employee Engagement 

Drives Employee Productivity

In a recent study by University Lichtenstein and IT University Copenhagen (2019), it was found that the use of AI and analytics improves productivity by 3.75%.

People analytics help in planning the goals way in advance based on the data availability, using artificial intelligence(AI) and natural language processing (NLP). We can gain insights, improve results, and save time. Besides, AI and NLP increase hiring and recruiting efficiency, i.e. quality, speed, hiring experience; automate low-level tasks, predict imminent employee departures, inform HR and create business strategies.

Hiring The Right Talent And Retention

Strategic Workforce Planning and People Analytics can predict if an employee is looking for a job change before they even advertise themselves as available. 

People Analytics & Talent Development can help the HRs in succession planning through performance reviews. It involves choosing scientific and relevant employee assessments to collect appropriate data and measure process effectiveness. 

Ideally, the performance review process provides data points to leaders and managers. This, when fed into an L&OD program, it helps them identify their employees’ strengths and weaknesses. As a result, it will help them hone their strengths and work on their weaknesses. This will help them prepare for the next step in the organization.

With the right data analytics tools and techniques, and a deep understanding of employee experience, organizations can set up their benchmark to create a global career development program. 

Also Read: Virtual Onboarding:A New Reality

People Analytics fuels better Business Analytics 

With a people analytics platform, business leaders can access up-to-date organizational data and also historical information surrounding growth, roadmap, structural changes. It provides a 360 view of how any change affects the organization. Business Analytics backed by people analytics (people-related graphs, maps, scenario plans) helps cultivate actionable insights that drive change. 

Customer Behavior and Insights 

With the help of predictive people analytics, companies are now gaining insights that enable them to attract and retain both external and internal customers. HR professionals are now using advanced technologies and tools to align their decision to trends in the industry and processes. People analytics enables data-driven employee management, identifying and analyzing the relationship between employee engagement and retention. This evolution is creating an employee experience, which enables the organization to fuel its potential. 

Also Read: What you need to know about okrs

HR acts as a strategic business partner 

People analytics provide deep insights on how to improve the workforce, employee retention, learning and development, compensation, performance, etc. HR professionals use people analytics to inform and influence business decisions, and align them to organizational goals. 

It also helps the organizations derive benefits throughout the employee lifecycle.

– From the HR team at Engagedly


Do you want to know how Engagedly can help you with People Analytics? Request a demo from our experts.

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7 Leadership Traits That Drive High Engagement

To be able to drive and sustain prolific motivation in employees is a classy act of exemplary business leadership. Organizations dwell and prosper when leaders identify opportunities and rise to the occasion. In the ultimate sense, the virtues of employee motivation, employee engagement, and retention within your organization correlate to your efficacy as a leader. Having said that, your success in business leadership is paramount to the advancement of your organization.

What do you think makes some leaders extraordinary? What are the traits that make leaders stand out from the crowd? One thing is true for sure a lot of business leaders have not been as effective as they would have wanted to be in terms of driving employee motivation. Had every business leader been successful, employee engagement levels would not be this dismal. To substantiate, as per Gallup’s 2021 survey, only 20 percent of employees are actively engaged in work. 

Also Read: Tips To Manage Stress Of Your Remote Team

Clearly, the difference between organizations with high engagement and those with low levels of it is the difference in the quality of leadership. Charismatic leaders come with a wide spectrum of strong traits that others look up to. When such people are at the helm of things, everyone around them grows, and in the ultimate sense, organizations accomplish their strategic goals. John Maxwell once rightly quoted, “leadership is not about titles, positions or flowcharts. It is about one life influencing the other.” 

This blog highlights the most quintessential personality traits that business leaders need to incorporate into their personalities for catapulting positive changes in the workplace. With these traits, they can cultivate overwhelming levels of motivation, enthusiasm, and engagement in employees. In simpler terms, the traits mentioned in the subsequent section will have a massive role to play in the pursuit of business success. So, let us get started without further ado.

1. Clarity of vision and purpose

Being a leader, you are the captain of the ship. If you are unclear about things and the direction in which you should steer the ship, how do you expect your team to portray high motivation? You should be a handsome leader driven by clarity of vision and purpose at all times. Your vision as a leader will be crucial to your motivation. Further, your motivation will be setting the standard for your employees. 

To drive your organization to success, you have to be a decisive leader with the traits of critical thinking. When you work with a clear vision in your mind, employees are impressed and feel greater motivation. On the other hand, if you are going to make regrettable decisions as a leader, the morale of the entire workforce will begin to dip. 

You also need to recognize the fact that with the rising competitiveness in the business world, there is also an urgency around decision-making. To give your business a competitive advantage, you ought to make quality decisions in real-time. This will also influence the motivation and learning of your employees. 

Having said that, it is critical to be clear about your plans, objectives, and key result areas. When you show such effective traits, things flow smoothly in the workplace, and morals scale new heights. As per McKinsey, not more than 20 percent of employees are of the view that their organizations are excellent at decision-making. For sure, business leaders need to exhibit greater credibility and clarity in their decision-making process.

Also Read: 4 Ways To Prevent Rater Bias In Performance Reviews

2. The knack for leading by example

If you look at the most successful leaders across the world, there is one thing common among all of them. From Elon Musk to Jeff Bezos, all of them go beyond their limits to lead their teams by example. On similar lines, you have to lead from the front when it comes to keeping your employees zealous and motivated. You have to model the fundamentals of hard work, persistence, and determination for them. Besides, you have to lead by example to show your employees how they can overcome even the most befitting challenges with motivation.

When they see you staying motivated even in the middle of adversities and exhibiting great self-belief, they will have a lot to learn. Optimism is contagious after all and you have to show your employees how one can remain calm and optimistic in the face of challenges. Expecting your employees to be determined at all times when your commitment does not set the benchmark may be unfair. 

Furthermore, as a leader, you ought to display fine qualities of resilience and agility. You have to set high standards for motivation and performance for everyone. Your employees must know that they have to meet these standards, irrespective of the situation. The gist of the matter is that your employees will always look up to you and you ought to keep evolving new tactics to inspire them. The gist of the matter is that you have to be the prodigal leader they should be able to idolize.

3. Proficiency in communication

In every domain, it is imperative for leaders to be great communicators. When you have the spark to communicate goals, purpose, and instructions in an effective manner, employees have a clear sense of direction. Further, when responsibilities and key performance indicators are communicated effectively, it sparks greater motivation among employees.

Needless to say, employees’ motivation will be the highest when they are sure of what is expected of them. This is where the communication skills of leaders and managers are vital. As per SalesForce, 86 percent of employees are of the view that projects fail in the workplace because of ineffective communication. In fact, many organizations lack a structured and strategy for workplace communication. 

To add, as per Expert Market, 97 percent of employees opine that workplace communication impacts their everyday performance and motivation. Having said that, communication being the key is no overstatement. There have to be effective communication strategies in place that will be subject to your ability as a communicator. 

Moving further, a leader’s communication skills are also pivotal to feedback sharing. As a leader, you have to be streak smart in the way you share feedback with your employees. The feedback sharing has to be constructive, regular, and concise. At the same time, your communication skills should be such that even negative feedback shouldn’t be intimidating to your employees.

To augment, even the frequency of feedback sharing is imperative from the purview of communication. As per HubSpot, 65 percent of employees assert that they seek more frequent feedback from their leaders. Besides, 98 percent of employees begin to disengage when they receive no feedback. Given that, you now know the importance of feedback in the workplace and how critical your communication skills are for the same.

Also Read: 10 Ways To Improve Communication At Workplace

4. Compassion

The ones who assert that the corporate world is no place for emotions have got it all wrong. Being a compassionate leader comes with promising returns on investment that you ought to acknowledge. But what does compassion in the workplace imply in a positive sense? 

Being a compassionate leader means that you ought to have empathy and emotional intelligence to understand your employees’ emotions. In fact, besides understanding their feelings, it is also important to respect what they feel and offer them support. Such compassion will find great appreciation among your employees and they will be able to manage their emotional vulnerabilities better. 

Needless to say, the better your employees deal with their negative emotions, the greater will be their motivation and productivity. What compassionate leaders are great at is inspiring a sense of emotional security in people around them and steering their emotions in a positive direction. This is what EQ is all about, and there is every reason why business leaders need to work on developing EQ skills. 

Probing further, let us underline the importance of empathy in the workplace with some credible statistics. As per the State of Workplace Empathy Report, 90 percent of employees assert that workplace empathy is quintessential. Employees want their employers and leaders to be able to understand their emotional states and support them in a worthwhile manner. As a leader, you can only deliver on this expectation when you have bright traits of empathy and compassion. 

Also Read: Employee Engagement Tips To Avoid Burnout

To add, being a compassionate leader also implies that you ought to express gratitude to your employees. Business leaders ought to express thankfulness towards their employees for the effort, consistency, and commitment they invest. To substantiate, as per workplace gratitude statistics, 88 percent of employees assert that they will work with greater motivation for a grateful business leader. Having said that, remember to be grateful to your valued employees!

In fact, ever since the outbreak of the COVID-19 pandemic and how it affected everyone’s mental health, the scenario has changed. The need for compassion in the workplace is higher than ever before. Otherwise, when employees do not find emotional support from their leaders, their motivation and performance will begin to dip. In a workplace that lacks compassion, employees will be prone to high burnout rates. This may further impact the rates of employee engagement and retention

Moreover, you also need to consider the fact in remote working environments, employees are vulnerable to emotional disconnect. The feeling of isolation in remote workers can be demotivating. To have their motivation aligned with company goals, you need to go out of your way to offer compassionate support to your remote employees.  

5. The ability to delegate

Are you comfortable delegating authority and responsibilities to your subordinates? Is delegation even a strategy that you look forward to applying in the workplace in a worthwhile way? One incredible trait of successful business leaders is that they do not keep all the authority centralized in their hands. They are happy to share both power and responsibilities with their employees with the aim of leveraging the merits of delegation in business. Do you know what these fascinating merits of delegation in business are?

When you develop the ability to delegate, you will be able to foster optimized workplace relationships. Your employees will be able to derive great value from the fact that you trust them with more authority and responsibilities than they are entitled to in the usual sense. Besides, the acts of delegating will give hands-on exposure and training to your employees on new dimensions of professionalism. 

Here, it is also imperative to acknowledge that superiors’ trust and learning opportunities are among the most basic employee expectations for motivation. To augment, as cited by the LinkedIn Learning Report, 94 percent of employees are of the view that they will be motivated to stay at a company for longer if their leaders invest in their learning and development. Given that, while training modules may have their own benefits, delegating tasks facilitates learning experiences, offering higher motivation. 

Moving forward, let us also analyze the impact of trust you show in your employees when you undertake delegation. As per Harvard Business Review, employees exhibit 76 percent higher engagement and 106 percent greater energy when their superiors trust them. Moreover, in high trust working environments, employees prove to be 50 percent more productive. 

Also Read: The Essential Guide To Employee Productivity In A Hybrid Setup

Can you now realize the incredible charm of delegation as a business strategy? At times, delegation is the simplest answer to keeping your employees motivated and productive to the core. Of course, this business strategy proves to be successful when you are meticulous in your delegating decisions. 

Hence, you have to be more comfortable with the idea of delegation to get the most out of your team members. In fact, delegating some surplus responsibilities to them will also give you some more time to focus on vital things or to get more rest in order to prevent burnout. Even you deserve some time off from the grim hustle and bustle!  

6. Selflessness in appreciation

Sharing credit is not a quality or ability that everyone possesses. However, the ability to appreciate or share credit with others is a trait you should definitely work on if you do not have it yet. This is for the simple reason that you cannot expect your employees to be highly motivated or engaged in the absence of recognition.

Having said that, you ought to be a selfless leader when it comes to appreciating and recognizing your employees. Although you have to lead from the front in most instances, you need to put your team members first when it comes to celebrating success. Your selfishness as a leader will be sacrosanct in steering brimming motivation among your employees

In fact, when it comes to appreciation, every ounce of it counts! We all love being appreciated for the good things we do. Moreover, this sense of appreciation does, by default, instill a new zest of motivation among us. In a similar way, appreciation and recognition work wonders to help employees realize replenished levels of motivation and engagement. 

To substantiate, as per HR Technologist, lack of appreciation is the primary reason why 44 percent of employees tend to quit. Needless to say, it is not the motivated employees who tender their resignations. The more selfless and warmhearted you can be in sharing success and appreciating your people, the greater will be your levels of motivation. Besides, you also ought to be innovative in the ways you extend recognition to your employees.

7. Integrity 

It is quintessential for leaders to uphold their integrity at all times, especially in the midst of unprecedented situations. Leaders have to be honest with themselves as well as others around them. Moreover, leaders should maintain a moral high ground at all times and endorse the right way of doing things rather than the easier way of doing them. In testing waters, integrity is the first thing that people tend to compromise. However, as a business leader, you have to embrace it and model it for others under all kinds of circumstances.

The analogy behind integrity being crucial for employee motivation is simple. Employees feel motivated and the urge to take additional responsibilities when they amply respect their leaders. Moreover, employees commit greater diligence when they see their organization upholding strong belief in some salient core values. Integrity for sure is one of the most fundamental principles among these values. 

Also Read: Why Are Organizational Values Important

The bottom line is that you need to model for your employees how work ethics contribute to success. You have to make them believe that nothing is insurmountable unless they hold on to their integrity. This trait of yours will have an incredible impact on the personality of your employees. 


Want to know how Engagedly can help your leaders drive engagement? Request for a live demo.

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Author:

Jessica Robinson Engagedly Guest Author

Jessica Robinson is a charismatic corporate leader, a selfless educator, and a versatile content creator. Despite a management degree, her vision behind blogging is not only to follow her passion but to create more informed societies. Her selflessness reflects in every piece of her work on The Speaking Polymath.

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