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OKR software that helps teams outperform their competitors.bg image

The new Analytics and OKR integrated platform helps you manage your strategy, people and performance all in one place.

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What
are OKRs?

OKR is a goal management system that requires regular check-ins, feedback, continuous learning, collaboration and problem-solving. With OKR you can manage your team’s overall progress on strategic priorities.

Objectives and Key Results (OKRs) are a simple yet powerful tool for any organization to execute its strategy with focus and alignment. They are useful for startups, scale-ups, or large corporations with thousands of employees—anyone who sets goals that need to be measured against objectives is a candidate for using this system of goal setting.

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Where
do OKRs come from?

OKRs were developed by Andy Grove, the legendary CEO of Intel, who believed that all companies should use them. Today, OKRs are used every day at all kinds of organizations across the world including Google, Facebook, Twitter and over one-third of Fortune 500 companies.

Why
are OKRs important for business?

OKRs are a set of goals set by the employee, which are agreed upon by the manager, in teams, to achieve business objectives and improve performance.

Implement Your strategy with OKRs:

Organizations are making use of OKR programs to communicate the strategy in the most effective way possible. This results in higher employee satisfaction and productivity, higher performance and ultimately better outcome for the business

OKRs
5 Superpowers

01/
Focus
OKRs focus on just 3-5 goals per quarter. This forces companies to make hard choices to eliminate tasks that don’t matter, create value and improve user experience.
02/
Alignment
OKRs focus on just 3-5 goals per quarter. This forces companies to make hard choices to eliminate tasks that don’t matter, create value and improve user experience.
03/
Tracking
Data-driven OKRs are the new way to set goals. Gone are the days when managers and employees could only set an annual performance goal. Data is everywhere, and leaders in agile organizations know how to use it to define their best strategies.
04/
Transparency
At OKRs, everyone can see the goals and progress at any level of the company. You can update your own goals, see progress in the form of progress bars, and easily find goals that match your interests.
05/
Stretch
Great companies use stretch goals to push their teams to achieve what might seem impossible — and receive support when things fall short.

OKR
Levels

There are four levels in each organization. Everyone can see their OKRs and get inspired by what others are doing. You can set your personal OKRs and align your objectives with the overall goals of the company.

01/
the company level, top level company-wide OKRs
This is the person responsible for spearheading the adoption of the OKR framework within an organization, communicating its value, and driving progress from the top.
02/
the department OKRs
This is the person responsible for spearheading the adoption of the OKR framework within an organization, communicating its value, and driving progress from the top.
03/
The team level, individual employee OKRs
These are the individuals leading teams -- from C-level executives and senior leadership to directors and department managers -- that generally own Objectives and goals for the company.
04/
The individual OKRs
These are individual employees within a company; sometimes they have direct ownership of Key Results, other times they are simply observers to organization goals.
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How to set program goals

Determine your OKR calendar

Most companies plan their OKRs quarterly, as follows:

Q1
(January / February / March)
Q2
(April / May / June)
Q3
(July / August / September)
Q4
(October / November / December)
There is three ways to choose from
01Keep it simple
When starting a new OKRs program, especially in a smaller company, consider keeping things simple. To start, try to limit the number of Objectives to 3 and ensure that they are only the most
02Top-down management
You can adopt the top-down method by rolling out this program to leadership first, then to your people managers, and finally to individual team members. The benefit of this method is that employees see that senior leadership is fully behind the program, serving as a model example for the program’s importance.
03Department pilot
You can adopt the top-down method by rolling out this program to leadership first, then to your people managers, and finally to individual team members. The benefit of this method is that employees see that senior leadership is fully behind the program, serving as a model example for the program’s importance.

Note

Find what works best for Your organization. Your strategy will grow and mature just as your OKR process does. Additionally, it's important to note that in each case, it will take at least 1-2 quarters to get into a good rhythm and make some necessary adjustments.

With Icloudready OKRs Software you will

Get your team working in the right direction. Connect OKRs to strategy, KPIs and growth to develop a winning approach that delivers results that matter to the organization

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