Objectives and key results (OKRs) are essentially a goal-setting framework. In companies like Google and LinkedIn, teams and individuals have used this framework to set challenging, ambitious goals with measurable results.
OKRs consist of an ‘objective’ that is a clearly defined goal. And ‘key results’, which are specific measures used to track the achievement of the objective.
In the context of employee experience and engagement, OKRs can help align and engage everyone’s work towards measurable outcomes. The framework encourages transparency and accountability within teams. It also indirectly fosters collaboration.
The connection between OKRs and employee engagement
OKRs are synonymous with crystal-clear clarity. By unequivocally defining what success looks like — and how it can be achieved — OKRs enable everyone in the team to see exactly where their efforts contribute to the big picture.
OKRs kill the confusion. They create an environment where transparency is the norm, and everyone feels in the loop. The open communication is key to driving engagement.
And when employees understand their impact, they’re more motivated and invested in their work. This is a huge win for employee engagement.
Many corporate titans swear by OKRs to elevate their employee engagement with impressive results.
For instance, Google, one of the early adopters of OKRs, credits its framework with fostering a culture where everyone is aligned and pulling in the same direction. Another example is LinkedIn, which uses OKRs to connect individual employee goals with the company’s overall strategy, improving alignment and employee satisfaction.
Small teams and fast-paced startups often lean towards using a dedicated platform like OKRs Tool to set and track OKRs in real-time with ease.
Consider a hypothetical tech company to see OKRs in action. Say, the objective is to enhance customer satisfaction scores by 20% within a quarter. The key results include reducing support ticket response times by 50%, increasing customer service training sessions and improving feature request implementation rates.
As a result of these explicit numbers, employees are more engaged because they clearly see how their direct actions contribute to the company’s goals.
The objective is the broad goal of enhancing customer satisfaction scores by 20% within a quarter, setting the overarching aim for the team. This defines what the team hopes to achieve, emphasising a tangible improvement in customer relations.Key results, on the other hand, are specific, measurable actions that indicate progress towards the objective. Each key result becomes a benchmark to measure how well the team is moving towards the main goal, with clear metrics that reflect success or areas for improvement.
Employee autonomy and empowerment through OKRs Â
Initially OKRs may seem an unnecessary additional strain on your employees. After all, who wants to care about yet another corporate buzzword?
It’s up to the leadership to make employees see the value of OKRs. And a great way to achieve this is by positioning this framework as a means to more autonomy.
The autonomy to choose how they achieve the set goals. This lets them be innovative and take ownership of tasks.
It’s simple: employees feel more invested in the outcomes when they are free to solve problems as they see fit and contribute ideas openly. This sense of ownership directly boosts engagement, morale and overall job satisfaction. By allowing teams to chart their own course to achieve key results, OKRs make each success more personal and rewarding.
Feedback and continuous improvement
Feedback is central to making the most of this framework. Regular check-ins — where employees review progress, receive feedback from their seniors and adjust their key results — create a loop of continuous improvement. This ensures employees stay aligned with the overarching objectives set for them. It also supports their personal and professional growth.
Constructive and consistent feedback within the OKR framework helps refine strategies and enhance performance. It encourages employees to engage more deeply with their work and continually upskill to stay competent.
Ultimately, OKRs are more than just goals married to metrics. They’re about making sure everyone knows how they fit into the bigger picture. The clarity and openness that they bring will make your team feel valued and drive everyone to pull in the same direction.