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.