Tips For Setting OKRs During On-boarding

by Chandler Barr Feb 20,2020

The People Strategy Leaders Podcast

with Srikant Chellappa, CEO

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

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

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

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

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

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

Be Clear And Specific

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

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

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

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

Align The Goals To Organizational Goals

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

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

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

Trust And Encourage

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

Feedback After Monitoring

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

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

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

Request A Demo

Get In Touch With Us

Chandler Barr
VP of Sales

Chandler Barr is the VP of Sales at Engagedly and is focused on driving a culture of progress over perfection in a no-fault environment where employees are secure and encouraged to think creatively to solve problems. Chandler is a seasoned leader that has scaled sales teams for SaaS startups and multibillion-dollar publicly traded tech companies, as well as, led Marines to accomplish the mission during hardships overseas.

Privacy Preference Center