It takes lots of different kinds of people to make a company work. Different roles, responsibilities and behaviours are needed and result in different ways of contributing towards success.
See and value everyone for what they do, what they’ve achieved, and who they are.
If you want a complete and accurate conversation about how an employee has contributed, you need to know more about them and their goals.
It’s easy to have a “this and them divide” happen if you don’t share more than OKRs. You’ll find that transparency that includes KPIs and project work allows everyone to feel part of the whole company, and silos can be broken down.
There are people in every company that quietly do amazing work. They are the unsung heroes that can easily go unnoticed and be under appreciated. Having a place where they get seen, are valued and their contribution can be recognised matters to you and them.
Everyone wants to learn and be developed. Having a plan that aligns the needs of the company with the needs of each individual is easier in ZOKRI.
Weekly pulse surveys allow employees to share how they’re feeling and managers and HR to catch them if they need help.
Schedule and plan 1-on-1, PDP sessions, and appraisals, create agendas, take notes, assign actions and more.
There will be no need to ask anyone to remember what they did months ago. It’s all there, it’s complete and the conversation can quickly become one of recognition and reward.
Thinking about using OKR?
This is what you and your colleagues need to know about succeeding with this goal setting framework.