How to implement OKRs at your small business
- URL: https://radreads.co/okrs/
- Author: [[Khe Hy]]
- Publisher: [[radreads.co]]
- Published Date: 2022-06-25
- Here’s how the lines of communication multiply as you go from 3 employees to 14 employees:
- The average manager has 7 direct reports (and assuming 40 hour work weeks) is responsible for the direction of 280 hours a week.
“If the ladder is not leaning against the right wall, every step we take just gets us to the wrong place faster.” Steven Covey
- I quickly came to the realization that one of my most important roles was to set the direction to ensure that our ladder was leaning against the right wall.
- support our broader vision while keeping us accountable on a much shorter time frame.
- system to succeed, it needed to be:
- Easy to maintain
- Understood by everybody
- Supportive of experimentation and pivots
- The purpose is to take a longer-term goal (i.e. an Objective) and pair it against some measurable milestones (i.e. some Key Results).
- Why is this OKR important to the company?
- How will the company be changed if we succeed?
- look for a “unifying theme” that will spread across departments:
- Objective, Perdoo’s blog recommends three types of Objectives:
- Build: Create something that didn’t exist before (like an onboarding sequence)
- Improve: Make something that already exists better
- Innovate: Do something drastic, on your product, marketing or organizational structure.
- One of the trickiest parts of Key Results is that they need to be outcomes, not outputs.
- These are a few poor key results:
- Interview 5 CTO candidates
- Make 20 outbound sales calls
- Ship 3 new features
Instead, you’d want to measure the outcome of these efforts:
- Make 3 new hires
- Generate $10,000 in new sales
- Increase time user engagement to 30 minutes a day
- we report weekly on our progress in a dedicated Slack channel.
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