The OKR method: the best method of performance management
OKR comes from the acronym Objectives Key Results. Appealing to many companies, this approach challenges teams and makes them more concerned and motivated. Deploying the OKR method improves productivity and therefore increases performance.
The OKR method is based on the execution of the strategy through ambitious and measurable strategic and operational objectives. It aims to align all the actors of the company to focus their efforts on the same important issues.
The objective must be ambitious, concrete and action-oriented. This is the WHAT.
Key results are measurable elements. They must be easy to understand, evaluate and limited in time. These are the RESULTS TO BE OBTAINED.
Key results work like a GPS and should clearly help us understand our progress towards the goal. On the other hand, KPIs are more useful to determine the expenses generated to achieve the Key results
To put it simply:
- krs are your GPS,
- KPIs are the counters on your dashboard.
Follow your OKRs :
Goodbye Excel, hello VISULT!
Forget the OKRs sent by email or on a shared Excel sheet! With VISULT, you deploy the OKR method more efficiently! You track all the objectives and you present your progress over time taking into account the calendar elements. Each objective is assigned a reminder of the associated benefits, the stakes of deadlines and achievements.
Organizing transversal actions and promoting collaboration in the company becomes child’s play (something impossible with spreadsheets and other intranets).
You have a detailed dashboard to measure the progress of objectives, set the agenda for discussions and decide on new OKRs.
VISULT allows you to visualize the Effort/Value curve to help you focus on the best efficiency.
From OKRs(Objectives and Key Results) to CFRs (Conversation, Feedback, Recognition)
While measurement is a key element in the deployment of the OKR method, for which it is necessary to have precisely quantified results, the CFR approach brings nuance to these results, with a more qualitative than quantitative side.
Around the “key results” obtained, the manager starts a Conversation with his employee(s), provides constructive feedback , and takes the time to give Recognition for everything that has been accomplished.
Thus, the CFR approach makes it possible to question what has worked well or less well. Are there any obstacles or sticking points that slow down the achievement of the goal? Does the employee have all the necessary skills to achieve his goals? Do OKRs need to be adjusted, were they too simple or too ambitious?
Thus, by combining a CFR approach with the OKR approach, we find ourselves in a virtuous circle of continuous performance improvement.
Learn more about the CFR approach and in particular about Feedback.
OKR & CFR
Commitment and initiatives