Goals of OKRs are to be:
- Aligned: we, as a strong team, all do actions to reach the same goal(s).
- Accountable: our failure or success is based on metrics and facts.
- Focused on execution: we stay focused on what really matters.
- Transparent: everybody is aware of the priorities of other teams.
- Autonomous: every team can define their own initiatives, so we avoid micro-management while making sure we create a strong ownership culture, which is one of our core values.
We always define the company's OKRs first and then cascade them to Teams and Individuals. That way, we are all aligned.
We use OKRs on a quarter basis, using the following schedule:
- Week -5: OKR survey sent to the team.
- Week -4: Company Objectives and Key results are defined.
- Week -3: Teams Objectives and Key results are defined + discuss cross-team dependencies
- Week -2: Individuals Objectives and Key results started.
- Week -1: Individuals Objectives and Key results are defined
- Week 0 (first day of the new quarter): Break
- Week +1: Board meeting
- Week +2: Team kick-off
The goal of this survey is to get insights from everyone in the team and define objectives through a collaborative process.
Based on the responses from the survey and the milestones the company has to achieve, the leadership team define the Objective(s) and Key Results, share them to the team so the team can provide feedback.
Every team creates and shares its own Objective(s) and Key Results. The Leadership team provides feedback and challenge them if necessary.
Every manager defines, in collaboration with the people he/she manages, OKRs. One person can be responsible for one of the Key Results of the team.
The Individuals OKRs are finally defined.
Company OKRs are shared with the team and every team presents its own OKRs.