SUNDAY REWIND: OKRs: So simple! So then why isn’t everyone using them?

Kim starts by saying that after seven years of implementing OKRs she’s learned that they are not the silver bullet that she once thought they were.

She says there are some underlying principles which if implemented well can fundamentally shift organisational mindset and conversation and provides some tips on getting back on track with OKRs.

Kim looks at the potential benefits of OKRs for the organisation, such as aligning teams and providing clarity, focusing on value-driven outcomes, encouraging an experimental mindset and delivering transparency and purpose.

She also runs through some of the potential pitfalls, such as how hard it is to get OKRs right by giving teams so many objectives that they can’t move the dial before it’s time to start planning again, or whether alignment should be horizontal or vertical.

She says that:

• Being clear on your direction can help teams to align their goals and work output.
• It’s important to focus on what really matters when using OKRs. Be succinct with your priorities and always look to add value with your tasks.
• You should track and learn whilst encouraging an experimental mindset. Using data can be useful to provide transparency and purpose to everything that you do. Always be looking for things that work and don’t to create a learning culture within your team and wider organisation.

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