OKRs are NOT measuring the impact of every process that is being followed, project being run and task being done.
OKRs are your biggest and most important goals. The goals you decided to commit to over and above the business-as-usual (BAU) things that go on. Why? Because achieving these OKRs would have a big impact on performance.
KPIs are used to monitor company and teams performance, along with the systems and processes being followed, and job-to-be-done, as part of the everyday BAU.
As part of focusing energy on OKR delivery, it is best-practice to use these KPIs to define, track and discuss a subset of KPIs that would support goal achievement and alert you to any issues with team or department BAU health.
Let’s explore how to write OKRs. This is an OKR example for a marketing team. Let us say they have decided Organic Search and SEO are a priority.
The team create the OKR
Organic Search becomes our #1 channel
In addition to the metrics in the OKR, the Health Metrics being tracked alongside this as a means to both support the OKR and watch the general health of the channel are:
If we wanted to extend this example further we would add To-dos. These might include:
ZOKRI allows you to have your Health Metrics or KPIs alongside your OKR management. Checking them in like OKRs, updating progress and using Red, Amber, Green labels, and other metric management best-practices.
Whether you call them Health Metrics or KPIs, they are part of every team in an agile working environment and employee’s story and workday.
Did you know that most employees are helping to maintain or improve Health Metrics or Key Performance Indicators (KPIs), but not very many know what theirs are, what the targets are, or how they are progressing.
Not knowing OKRs or KPIs stops employees connecting the work they are doing with measurable outcomes and knowing that their hard work is having a positive impact. If you are new to OKRs and measuring KPIs your teams would need coaching.
Use easy manual updates or connect spreadsheets and tools to automate the latest values. Commenting ensures you get to see and keep the narrative that goes with changes in performance.
Create targets to increase, decrease, maintain, keep above or below. You can even create targets that are the sum of weeks or months or averages across a period. Make metrics part of your Performance Management processes.
If a KPI becomes a priority and you want to make it a Key Result that is seamless as well. You can even set an ambitious target that stretches and inspires your team.
See your KPIs on your ‘Home Page’, or embed KPIs in Dashboards. You can even add KPIs to planned meeting agendas in ZOKRI.
A practical guide for C-Levels to optimize strategy, OKRs, people and company culture to create a step-change in performance.