The Goals section within Appogee HR Success is based around the OKR framework made popular by Google's John Doerr. You can find out information about this in our article - OKRs - What are they?
Now you know a little more about the OKR framework, it's probably time to think about how you're going to implement this new strategy. How do I come up with my Goals and how do I get everyone involved? Here's our guide to help you answer those questions an get the most out of implementing and adopting Appogee Goals.
Coming up with your Goals
You probably know by now that there are two building blocks of OKRs - Objectives & Key Results, but how do you come up with these?
| Objective | Key Results |
| An aspirational and inspirational Goal - Where do you want to go? Short Easy to understand No metrics | Steps you need to take to achieve your Goal - how are you going to get there? Measurable with metrics and timescales Up to 5 per Goal Not a to-do list |
When coming up with your Goals, it may be helpful to use this formula: I will (Objective) as measured by (this set of Key Results).
Goals align - they don't cascade
Alignment means collaboration; everyone working together to achieve a Company Goal. Alignment isn't top down but shows the links between Goals.
Top tips for Implementation and Roll Out
- Get the managers on side
- Have a roll out plan
- Encourage feedback
- Keep it simple
1. Get the managers on side
While OKR itself isn't top-down, full adoption of processes and systems usually is. If your manager isn't using the new OKR method, why should you? Backing from Management is essential or Teams and Employees will not successfully adopt a new strategy.
2. Have a roll out plan
It doesn't matter how you roll out Goals, as long as you have a plan. If you want to open it up to everyone in the organisation, go ahead. It's equally valid to roll it out to a 'pilot' team first, and then use those employees as subject matter experts once they're confident with the process.
3. Encourage feedback
To get the absolute most out of the OKR framework, adoption is key. Having employees onboard is one thing, but ensuring they're engage throughout a Goal's timeline is key. Encourage use of the Shout-out feature. It's really easy to praise a colleague for the work they've done and it will motivate them to work harder towards their Goals. Don't be afraid to ask for feedback too. If you think you've done a good job helping out a colleague, ask them to shout you out!
4. Keep it simple
people aren't necessarily going to 'get' OKR immediately, so you'll need to keep your Goals and Key Results as simple as possible. Pick one Company, Team and Personal Goal for each employee to champion and add a few more as they get into it.