Not OK..R
It's Completely OK for Some to Dislike OKR!
I am the founder and leader of the startup Futureworks. In this article, I delve into the mixed reactions to the implementation of OKR (Objectives and Key Results) in companies.
Despite its popularity and success, especially attributed to Google, not everyone likes OKR. This article explores why that is okay and how to handle it.
Understanding OKR
OKR is a goal management method consisting of “Objectives” (main goals) and “Key Results” (sub-goals). The main goal defines where the company wants to go and why, while the sub-goals are the specific results and effects employees must achieve to help the company reach its main goals.
Employee Reactions to OKR
While OKR is often praised for its benefits to companies, its impact on employees is less discussed. Based on my experience with many companies over the past 14 years, employee reactions are mixed.
Common Complaints from Employees about OKR
Research and surveys reveal several issues employees have with their workplaces, which are also relevant to their views on OKR:
- Employees want meaningful work and a clear purpose over higher pay.
- Frequent and clear communication with managers about responsibilities and development is crucial.
- Clear goals are fundamental to employee satisfaction.
- Micromanagement is a significant problem, with many employees considering quitting because of it.
- Employees prefer jobs with a clear vision, purpose, and mission.
- Many employees seek roles that provide clear direction and challenges.
Potential Benefits of OKR for Employees
If implemented well, OKR can address many of the employees’ concerns:
- Connects work to a higher purpose by starting with the company’s mission and vision.
- Promotes alignment by linking individual and company goals.
- Protects against micromanagement by focusing on results rather than tasks.
- Provides clear, specific, and measurable goals.
- Includes regular progress discussions between employees and managers.
Implementation Challenges
Despite the potential benefits, the implementation of OKR can face resistance:
- 20% of employees will immediately embrace OKR.
- 60% are initially passive but can become promoters when they see the benefits.
- 20% are critics, often reluctant to change or perceive OKR as extra work.
Handling OKR Critics
To ensure successful implementation of OKR, companies should:
- Educate employees about OKR functionality and benefits.
- Highlight how OKR aligns with the company’s development and meaningful work.
- Use OKR to identify employees committed to the company’s success.
How Can Companies Measure the Success of OKR Implementation from an Employee Perspective?
To measure the success of OKR implementation from an employee perspective, companies can use several approaches:
- Employee Surveys: Conduct regular surveys to gather feedback on how employees perceive the impact of OKRs on their work and engagement.
- Performance Reviews: Include OKR-related questions in performance reviews to understand how employees feel about the goal management process and its outcomes.
- Employee Retention: Monitor employee retention rates to see if the introduction of OKR makes employees more satisfied with their jobs and if more choose to stay with the company.
- Pulse Surveys: Implement short, frequent pulse surveys to quickly gauge employee sentiment regarding OKR.
What Specific Strategies Can Be Used to Convert the 20% of Employees Who Are Critics into Promoters?
To convert critics into promoters, companies can employ specific strategies:
- Involve Critics Early: Engage critical employees in the OKR planning and implementation process to address their concerns and gain their insights.
- Provide Training and Support: Offer comprehensive training sessions to ensure all employees understand the OKR process and its benefits.
- Show Quick Wins: Demonstrate early successes and quick wins resulting from OKR to build trust and show tangible benefits.
- Promote Open Communication: Create forums for open dialogue where critics can express their concerns and see how their feedback leads to improvements.
How Can Companies Ensure That OKR Implementation Aligns with Different Job Roles and Functions Within the Organization?
To ensure that OKR implementation aligns with different job roles and functions, companies can:
- Customize OKRs: Tailor OKRs to fit the specific needs and challenges of different groups and roles within the organization.
- Cross-Functional Collaboration: Encourage collaboration across departments to ensure that OKRs are relevant and beneficial for various functions.
- Flexible Framework: View OKR as a set of principles with flexibility to accommodate the goals and metrics of different teams.
- Role-Specific Training: Provide role-specific training to help employees understand how OKRs apply to their specific responsibilities and goals.
- Regular OKR Review Meetings: Conduct regular reviews and adjustments of OKRs to ensure they remain aligned with the changing needs of different roles and functions.
Source References
- https://www.forbes.com/sites/rodgerdeanduncan/2018/09/11/the-why-of-work-purpose-and-meaning-really-do-matter/#6345ba6768e1
- https://cdn.wrike.com/ebook/2019_UK_Happiness_Index_Compensation.pdf
- https://hbr.org/2018/02/people-want-3-things-from-work-but-most-companies-are-built-around-only-one
- https://news.gallup.com/businessjournal/174197/managers-focus-performance-engagement.aspx
- https://predictiveindex.pixieset.com/people-management-survey2018/
- https://hbr.org/2011/02/making-sure-your-employees-suc
- https://www.amazon.com/My-Way-Highway-Micromanagement-Survival/dp/1576752968/?tag=tnw88-20
- https://www.roberthalf.com/us/en/insights/career-development/quitting-your-job-3-ways-to-tell-your-boss-gracefully