Ensure each team knows the KPIs / metrics they need to know, manage and when required, improve.

Co-create team OKRs that make progress on your strategy/company OKR and improve specific metrics and KPIs.

80% of every employee’s time should be spent supporting either KPIs or OKRs—they do not have the same job, so that you know.

Every employee should create ONE personal developmental goal (learning and performance-focused) that supports the team OKRs or KPIs.

Create daily alignment with 3 and 4 by implementing scheduled processes that form habits.

Weekly: Weekly team meeting that follows a specific agenda, i.e. KPIs, OKRs, Priorities for the week ahead.

Fortnightly: Fortnightly 30 – 60-minute 1-on-1 to go through what has been worked on during the fortnight. Praise the stuff that’s gone well and encourage honesty and reflection around the things that can be improved. Then, support that improvement and help with any issues holding them back or blocking progress.

Quarterly: Quarterly career-focused 90-minute meetings to deep dive into OKRs, KPIs, personal goals, work done, value and guiding principle-based reflection, feedback and ideas. Share knowledge and/or recommend sources of expertise, e.g. podcasts, books, and courses.

Link annual bonuses to company, team and individual goal performance (33% / 33% / 33%). You can add other calculation variables like tenure as well.

Salary raises, and promotions have different cycles and approaches. A salary review looks to correlate performance, market salaries and remuneration. Agenda’s cover points like:

Summary of company, team and personal performance.

A review of current roles and responsibilities.

Salary review – are they earning the average salary for their industry and location?

Discussion around roles that employees could potentially develop into.