Reviewing established objectives and important results are done through OKR tracking. Teams typically share their progress or obstacles during a weekly OKR check-in to keep track of future plans. The best way to use OKRs is to keep them at the forefront of everyday operations. The addition of OKR Tracking Software to a spreadsheet that is only accessible to a select group of people is a mistake that happens all too frequently. This lack of visibility may cause misalignment and less attention to be paid to business priorities.
OKRs are more than just a method for creating goals. Teams are able to assess which tasks or procedures are contributing to organizational goals in accordance with their objectives and important results. By monitoring OKRs, you may make immediate corrections to ensure that your team keeps pushing for success.
List out the Perks of Tracking OKR.
progress is shown visually- Monitoring OKRs aids in team alignment for leaders. You may see what needs to be done to reorient an activity if it seems to be heading in the wrong direction. In this approach, daily activities are consistent with business goals.
Makes Employees Happy- Employees may see how their everyday labor affects the big picture when progress is shown and discussed. In a recent survey, 92% of 1000 U.S. adults responded that if their coworkers could see their progress, it would drive them to achieve their goals. Employees who track their OKRs report feeling more inspired, engaged, and supported at work.
Helps to guide future objectives- If you monitor advancement and setbacks over the course of the quarter, you’ll have gathered information on what works and what doesn’t. To continue moving forward, you can utilize this information to create your next set of OKRs.
Steps to Track OKRs.
- Create compelling goals and critical outcomes.
Make sure your objectives are qualitative, i.e., they describe attributes your organization seeks to attain, as you write your objectives and key results. An objective can read, “Launch a new market-disrupting product,” for instance. Either “Yes, we achieved our objective” or “No, we failed to achieve our objective” should be an option. The accomplishment of an objective cannot be determined by a percentage.
- Assign owners to create initiative accountability
The entire team, not just the senior executives, should participate in OKRs. This means that each contributor should have a say in the initiatives they control and the ways in which they support the goals of the firm. The involvement and motivation of contributors will increase as their participation in the OKR Online Tracking process increases. To ensure that everyone knows exactly what they will be held accountable for, make sure expectations are defined clearly at the beginning of the cycle.
- With the Entire Organization, the OKR will be shared.
The objectives should be discussed with and made apparent to the entire organization after OKRs have been written and initiatives allocated. Even though not every team contributes to every goal, transparency is crucial to maintain alignment across the organization. This allows goal prioritization to be seen by all and allows for resource allocation in accordance with it. Stakeholders can plan ahead if they are aware of any dependencies early on.