The OKR methodology is essential in a company. It serves as a compass for the company and helps it achieve real growth. It is very popular and used by multiple companies in the world (Google, Netflix). This method has become a priority for managers of companies that feel obliged to implement it. Here you will learn how to become a good manager using OKR methodology.
Difference between a simple manager and a good manager
A manager is a person in charge of controlling or administering an organization or a group of personnel. Most times the head of the company. They must define objectives, organize the skills in order to achieve the objectives set.
A good manager is a person who really knows how to set goals for their staff. They must have the wits of how to use or organize their team to achieve the objectives. They are available for their employees, recognizes the capacity of each and helps them to solve their various difficulties.
A manager must put in place specific management strategies and effective methodologies such as the OKRs to achieve the objectives.
This methodology indeed allows them to define good objectives for the company enabling them to scale effectively.
Three tips to become a good manager using OKR methodology:
1- Master the OKRs methodology
• Definition of OKRs
OKRs (Objectives and Key Results) are a goal management methodology. This methodology consists of defining ambitious goals at all levels of the company. They should be quantifiable and measurable key results that can give a clear insight about your progress. This methodology is usually established for a period of three months, four times in the year.
• Characteristics of OKRs
To define good OKRs is to respect the essential attributes of OKRs. They are:
Ambitious and relevant: your OKRs must be challenging to reach but not impossible, so be realistic but above all precise and comprehensive.
Measurable: thanks to the key result that must have a measure (a number or a percentage). In the case of Google, they use a scale from 0 to 1.0 to record each key result
Public: the OKRs must be public, it allows you to know the problems met by your employees and what they are working on.
Aligned: Company OKRs must be aligned or connected. It will enable everyone to go in the same direction.
Short cycles: quarterly or annually.
Note that the public and aligned characters of the OKRs require the use of a dedicated goal management tool such as Happierco to allow you to have the history of your objectives and be able to communicate with your employees on the difficulties and issue comments. Beyond all these features, Happierco allows you to do your daily and weekly reports to monitor strategically and regularly the progress of your employees. Its use is intuitive and straightforward.
Your goals must, therefore, respect the four different characters.
2- Know how to organize your OKRs
As a good manager, you must know how to organize the objectives of your company. It means that you need to know enough about your staff. Objectives should be organized according to competency or responsibility (bottom to top), hierarchy (top to bottom) or importance of teams and tasks.
There is no standard organization to follow. It is up to you to choose a type or to alternate according to the needs. However, the idea is to first describe the objectives of the company for the quarter before those of the different teams and those individuals to promote a consistent alignment between the objectives and the vision of the company.
So you understand that it is essential that you know your company, the skills of everyone and regularly hire when needed, motivate them and congratulate them when they do well. All this added to your availability and your sense of coaching will make you a good manager. A good manager is, therefore, an excellent organizer of the objectives of their company.
3- Define a roadmap for goals.
It is true that good, clearly defined and precise objectives maintain the commitment, concentration and therefore the growth of your company. However, to have a real impact and an efficient result, it is necessary to accompany your OKRs of a roadmap.
The roadmap is a physical or virtual document, which describes in more or less detail for a company, a department or an individual the means, the target(s), the principles to be followed and the values to be respected, the priority of tasks, as well as a timetable to achieve these goals.
This roadmap allows you to know where your staff is encountering difficulties, and you could thus remedy the irregularities for a much more committed follow-up in the achievement of objectives.
In short, with the OKR methodology, employees are much more willing to achieve the objectives because they know what they have to do, they can focus on it better. They are also more engaged because there is an active contribution at all levels. They participate actively in the growth of the company through their productivity and their individual and collective performance.
Without a doubt, a manager can become a good manager by using OKR methodology. It allows the manager to know the evolution of their staff better and to have a much more precise idea of where they want to run their business.