As you set out to implement OKRs with Betterworks Team Edition, begin by defining the guidelines of your OKR program. As you define your program, you can update these slides to use as your program summary.
- Program team/ executive sponsorship
- Your program vision statement
- OKR Guidelines
- Your program calendar
- Summarize your program
Webinar recording here.
1. Program team/ executive sponsorship
In order to run a successful OKR program, it’s important you have the right people in place. Some organizations pull in a complex team of resources depending on the size of their company, but at a bare minimum, we recommend you designate two individuals as these crucial roles.
In order to roll out Betterworks Team Edition, you will need someone to own the rollout execution, including configuring the system, communicating deadlines, and measuring program success. Since you’re reading this, you might be a good candidate!
OKRs are a great way to build transparency and accountability into an organization. But accountability must exist for everyone, including your executives. Most OKR programs have an executive champion willing to galvanize support at the executive level, communicate expectations, and review the success of the program with the program lead. This is such an important role, if you can’t secure a champion at the executive level, you probably shouldn’t move forward with launch.
2. Your program vision statement
Before educating people on what OKRs are, you need to answer the question why OKRs, and why now for your company. The answer "because Google uses them" is probably not good enough.
Create a vision statement that will serve as the "why" for your program, addressing what gaps in your processes you're trying to solve with OKRs, and the expected benefits you hope all employees will see.
Example: Because our company is moving into a new phase, we have an increased need to work toward common goals. Therefore, we will use OKRs to create focus with our organization, and transparency as we regularly communicate progress toward common goals.
3. OKR Guidelines
Every OKR program is different, and that means there are different rules for how the process should work. It's important to clearly explain your unique set of rules if you want people to effectively play the game. Here is a recommended starting point:
4. Your program calendar
Your program should be cyclical, following a quarterly cadence of OKR creation, progress updates, and reflection. As you ask people to learn the new process, share the big picture as well as the immediate next steps. It's often useful to show the program cadence annually to reinforce what is expected of your team.
5. Summarize your program
Make this transition easy on your team and pull together this information as a set of slides, which can be the opening section of any training you hold now or for new employees.