How OKRs & Goals Ramp Up Employee Motivation | Part 2

There are many ways in which you can set up goals at work but there’s nothing that beats the power of OKRs. We have talked about it in the previous article and you can read it here. OKRs are efficiently tailored to meet the needs of today’s fast-growing businesses and fast-paced work environments. The key is to keep making them better and more effective. Let’s take a look at the ways in which businesses can make better use of OKRs.

Here’s the thing about journey and goal – Keep your goal fixed while your journey flexible. It’s the only way it works.

Someone on the internet, again.

OKRs and Goal Settings At Workplace

More meaningful work alignment

Think about your company – What are the most important business priorities for you? It could be growing more business revenue or increasing your customer base to attract prospects and build a better strategy to create brand awareness. Or it could be anything, depending upon the current business situation and needs. What’s essential is to ensure that your business goals are perfectly in sync with the goals of individual employees. Wherever or whenever there is a mismatch, there will be problems.

Therefore, maintaining individual and company-wide OKRs solve these problems through proper work alignment. Everyone’s on the same page and are able to view the progress together. It could be on a half-yearly or quarterly basis, whichever way the business demands for it.

Setting up individual as well as team objectives

OKRs clearly define work, based on the-

  • Department
  • Team, and
  • Individual level

This way, each person (or group of people) will be doing work through the entire duration of the given time period that supports the company’s common goal(s). So, managers, executives, employees, bosses, everyone collaborates to determine these goals together.

In fact, as an organisation you must encourage your employees to set some of their own individual goals and objectives. It will give the employees an opportunity to play an active role in the goal setting process. A higher kind of motivation, isn’t it?

More nurturing steps towards building better & stronger teams

Here’s something that matters the most in OKRs – you break down objectives into smaller steps. You do this to ensure that each and every detail is clear and understood by all.

  • Clearly define the objective and goal
  • Make it easier for employees to discuss them
  • Allow managers to track the progress on a regular basis

This will ensure that there is no break at any step in the progress. This will maximise individual contribution and automatically enhance teamwork.

A better and smarter way to tell your employees that they matter

Aligned OKRs naturally encourage employees to interact with each other on a regular basis. They double check with each other to make sure that all objectives are aligned with company level goals. If there’s a process break then they themselves take a break and fix the problem together.

It helps them keep track of what’s relevant and whether they’re going in the right direction or not. As a result, everyone stays active and realise the importance of an interactive work environment.

Conclusion

Set and track objectives to make the best use of OKRs. Align employee performance to business goals and keep a close look at who is responsible for which matter. It’s one thing to talk about employee engagement and performance and another, to work towards it. OKRs will ensure that you work towards it.

For more on OKRs, goal settings and people management, please visit peopleHum!