Beginner's Guide to Writing OKRs (Using Miro & Beam)
Beginner's Guide to Writing OKRs (Using Miro & Beam)
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Objectives and Key Results (OKRs) have become a popular framework for goal-setting and performance measurement in organisations of all sizes. They provide a structured approach to aligning individual and team efforts with the company's goals. However, for first-timers, implementing OKRs can be a daunting task.
This guide aims to simplify the process by introducing you to OKRs and showing you how to leverage Miro, a collaborative online whiteboard platform, to set and manage OKRs effectively.
Navigating the OKR Landscape: Avoiding Common Pitfalls
When embarking on your OKR journey, it's crucial to anticipate and mitigate potential pitfalls that could hinder your team's progress and enthusiasm. To minimise these risks, consider adopting one of these three approaches:
- Pioneer OKRs with a High-Performing Team:
Commence OKR implementation by selecting a skilled, high-performing team to pilot the initiative. This team should embody a growth mindset and a positive attitude towards embracing new methodologies. Let them refine their OKR approach through multiple cycles and showcase their achievements. This success story will serve as a beacon for other teams, fostering a culture of acceptance and encouraging broader OKR adoption. - Establish a Company-Wide OKR:
Introduce an overarching OKR that encapsulates the executive team's commitment to excellence, setting a precedent for future quarters. Refrain from immediately cascading this OKR down to individual teams. This straightforward approach simplifies implementation and reveals which teams naturally align with the OKR and who might require additional guidance. This method is particularly effective for smaller companies seeking greater focus and cohesion. - Integrate OKRs into Projects to Cultivate an Objective-Result Mindset:
Apply OKRs to specific projects to instil an organization-wide objective-focused mindset. For each project proposal, inquire about its objective and success criteria. This approach is particularly useful for companies with limited data-driven practices. Once the habit of measuring daily impact is ingrained, you can seamlessly transition to company-wide OKR implementation.
Remember: Start small, adopt patience, and embrace learning from your mistakes. OKRs are a powerful tool, but mastering them requires dedication and time.
100+ OKR examples for growing companies
From overarching company-wide objectives to team-specific goals, we've curated a diverse range of OKR examples to cater to different business functions and industries.
How to Write OKRs: A Step-by-Step Guide
Step 1: Gathering Objectives
Initiate OKR development by convening a focused, distraction-free meeting with a small group of individuals, ideally ten or fewer, including the CEO and senior management. Encourage employees to submit potential objectives before the meeting, keeping the company's mission in mind.
Once a comprehensive list of objectives has been compiled, transcribe them onto sticky notes or utilise a collaborative tool like Miro to group them thematically.
Additional Tips for Gathering Objectives:
- Empower every participant to contribute their ideas, irrespective of their perceived significance.
- Embrace creativity and unconventional thinking. Don't shy away from ambitious objectives.
- Prioritise the most critical objectives. Avoid setting too many OKRs simultaneously.
- Ensure alignment between objectives and the company's mission and vision.
Once you have the objectives on a wall, look for groups of similar objectives. Combine them and rank them based on importance. Narrow the list down to one or more of the most critical objectives.
Step 2: Identifying Key Results
To brainstorm metrics for your objectives:
- Encourage everyone to contribute as many metrics as possible for measuring the objectives.
- Employ an affinity map, a design thinking technique, to group similar ideas.
- Rank the metrics and select the three most important ones for each objective.
- Formulate your key results (KRs) using the "X-fist" format: "X metric," such as "X revenue," "X acquisitions," or "X DAUs." Aim for a mix of usage, revenue, and other metrics.
- Establish ambitious goals for each KR. Set "shoot for the moon" targets with a 50% chance of success to challenge and motivate yourself and your team.
Step 3: Debating and Finalizing KRs
Engage in a thorough discussion with your team to refine and finalise the KRs. This collaborative process ensures the alignment, realism, and achievability of the KRs. Prevent sandbagging or setting overly lenient targets.
Step 4: Setting Up OKRs in Beam
Once you have established your OKRs and they are ready for tracking, it's time to set them up within the Beam platform. Beam provides a convenient way to document your objectives, monitor progress, and generate end-of-quarter reports.
To begin, follow these steps to add your OKRs in Beam:
1. Navigate to the Goals page within the Beam platform. Click on the "Create" button to initiate the process.Select "Create Objective" from the dropdown menu and choose "Create from Scratch."
2. On the "Create Objectives" page, input the objective's name and specify its type, which can be company-wide or group-related (select the appropriate groups; you can find more information about groups and group types here). Designate the individual or team responsible for achieving the objective, and define the start and end dates for the objective's timeframe.
3. Proceed to add Key Results to your objectives. Key results can be quantifiable and measured in numeric values, percentages, currency amounts, or binary status (complete or not-complete). Additionally, you can assign users to different key results as needed.
Once you have filled in all the necessary details, click the "Publish Objective" button to complete the setup process. With your OKRs now established in Beam, you can effectively monitor progress and generate comprehensive reports at the end of the quarter, facilitating better tracking and management of your objectives.
Reviewing Goals and Continuous Improvement
Two weeks before the quarter ends, assess progress towards OKRs. Learn from successes and challenges, celebrating achievements and using insights for continuous improvement. OKRs are about learning, innovation, and setting more challenging goals for ongoing success.
In conclusion, mastering how to write OKRs and effectively using OKR tracking software is a continuous improvement and learning journey, providing a powerful framework for achieving organisational success.
FAQs
How can OKRs be effectively used in small businesses or startups versus large enterprises?
For startups, OKRs enable setting an ambitious "North Star" goal to guide employees and drive steady growth. The framework encourages innovative thinking while fostering employee engagement and productivity. Additionally, OKRs allow startups to remain agile and pivot objectives based on market changes or customer feedback.
In large enterprises, implementing OKRs requires a more structured approach. It is recommended to start small by having top management define company OKRs first. Then, cascade OKRs to departments and teams over multiple cycles, ensuring alignment with higher-level goals. Transparency and education are crucial for large-scale adoption. OKRs help integrate dispersed teams, increase cross-functional collaboration, and drive strategic organisational execution.
What is the recommended number of Objectives and Key Results for maximum effectiveness?
While there is no definitive rule, a common best practice is to set 3-5 Objectives per level (company, department, team, individual) with 3-5 Key Results per Objective. This balance aims to maintain focus without overwhelming teams. Too many Objectives and Key Results can dilute efforts and make tracking progress challenging. The key is prioritising the most impactful goals that align with the organisation's strategic priorities.
How frequently should OKR progress be discussed in team meetings or one-on-ones?
Regular check-ins and progress updates are essential for the OKRs. Discussing OKR progress during weekly team meetings and monthly or quarterly reviews is recommended. Additionally, OKRs should be a recurring topic in one-on-one meetings between managers and direct reports. This frequent cadence ensures transparency and accountability and allows for timely course corrections.
The frequency may vary based on the organisation's needs and the cadence of OKR cycles (quarterly, annual, etc.). However, most experts suggest weekly team discussions complemented by monthly or quarterly deep-dive reviews to assess progress and make adjustments for the next cycle.
FAQs
How can OKRs be effectively used in small businesses or startups versus large enterprises?
For startups, OKRs enable setting an ambitious "North Star" goal to guide employees and drive steady growth. The framework encourages innovative thinking while fostering employee engagement and productivity. Additionally, OKRs allow startups to remain agile and pivot objectives based on market changes or customer feedback.
In large enterprises, implementing OKRs requires a more structured approach. It is recommended to start small by having top management define company OKRs first. Then, cascade OKRs to departments and teams over multiple cycles, ensuring alignment with higher-level goals. Transparency and education are crucial for large-scale adoption. OKRs help integrate dispersed teams, increase cross-functional collaboration, and drive strategic organisational execution.
What is the recommended number of Objectives and Key Results for maximum effectiveness?
While there is no definitive rule, a common best practice is to set 3-5 Objectives per level (company, department, team, individual) with 3-5 Key Results per Objective. This balance aims to maintain focus without overwhelming teams. Too many Objectives and Key Results can dilute efforts and make tracking progress challenging. The key is prioritising the most impactful goals that align with the organisation's strategic priorities.
How frequently should OKR progress be discussed in team meetings or one-on-ones?
Regular check-ins and progress updates are essential for the OKRs. Discussing OKR progress during weekly team meetings and monthly or quarterly reviews is recommended. Additionally, OKRs should be a recurring topic in one-on-one meetings between managers and direct reports. This frequent cadence ensures transparency and accountability and allows for timely course corrections.
The frequency may vary based on the organisation's needs and the cadence of OKR cycles (quarterly, annual, etc.). However, most experts suggest weekly team discussions complemented by monthly or quarterly deep-dive reviews to assess progress and make adjustments for the next cycle.
Objectives and Key Results (OKRs) have become a popular framework for goal-setting and performance measurement in organisations of all sizes. They provide a structured approach to aligning individual and team efforts with the company's goals. However, for first-timers, implementing OKRs can be a daunting task.
This guide aims to simplify the process by introducing you to OKRs and showing you how to leverage Miro, a collaborative online whiteboard platform, to set and manage OKRs effectively.
Navigating the OKR Landscape: Avoiding Common Pitfalls
When embarking on your OKR journey, it's crucial to anticipate and mitigate potential pitfalls that could hinder your team's progress and enthusiasm. To minimise these risks, consider adopting one of these three approaches:
- Pioneer OKRs with a High-Performing Team:
Commence OKR implementation by selecting a skilled, high-performing team to pilot the initiative. This team should embody a growth mindset and a positive attitude towards embracing new methodologies. Let them refine their OKR approach through multiple cycles and showcase their achievements. This success story will serve as a beacon for other teams, fostering a culture of acceptance and encouraging broader OKR adoption. - Establish a Company-Wide OKR:
Introduce an overarching OKR that encapsulates the executive team's commitment to excellence, setting a precedent for future quarters. Refrain from immediately cascading this OKR down to individual teams. This straightforward approach simplifies implementation and reveals which teams naturally align with the OKR and who might require additional guidance. This method is particularly effective for smaller companies seeking greater focus and cohesion. - Integrate OKRs into Projects to Cultivate an Objective-Result Mindset:
Apply OKRs to specific projects to instil an organization-wide objective-focused mindset. For each project proposal, inquire about its objective and success criteria. This approach is particularly useful for companies with limited data-driven practices. Once the habit of measuring daily impact is ingrained, you can seamlessly transition to company-wide OKR implementation.
Remember: Start small, adopt patience, and embrace learning from your mistakes. OKRs are a powerful tool, but mastering them requires dedication and time.
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