With ZOKRI it is easy to learn, define, share and manage OKRs.
Align and focus your departments and teams, all the way down to projects and tasks.
Let everyone enjoy purpose, goal, role and plan clarity, and reward you with their maximum effort.
Free to use with no limit on time or users
Plan OKRs The Right Way First Time
This OKR Canvas Template has been designed to eliminate many of the issues teams have with planning and creating OKRs.
It’s a perfect template for both preparing individually and debating in teams. It’s these conversations that are going to ensure you create great OKRs.
Connect the tools that have KPIs, Projects and Tasks and help with team communications.
For example, with ZOKRI you can manage a backlog of ideas and move them through to completed states. So if you’re using tools like Jira, Trello or Asana or a combination of them to manage projects, sprints, epics and tasks, integrate them as well. No double entry is going to be needed.
A lot of thought was been given to making ZOKRI friendly and simple to use because complexity can be a barrier to engagement.
Create and view clearly labelled Company OKRs at the top of the cascade for departments and teams to align with.
Individual OKRs are worked on by you alone but visible to everyone. A Sales Rep quota for example. It’s useful to be able to separate these out.
Personal OKRs are only visible to an employee and their manager and can be used alongside Quarterly PDPs.
OKRs have owners and Collaborators. It’s a common requirement for Key Results to have their own independent Owners and Collaborators.
If you don’t align and your ‘inputs’ i.e. Initiatives (Projects. / Tasks) with the ‘outputs’ your Key Results, you get Key Results that are projects and tasks, and you break with best-practice. If employees use OKRs as their project and task lists you can end up with ‘OKRs In Name Only.’
Initiatives are easy to create in ZOKRI and can move from a backlog of ideas through States like Up Next, Active and Complete. For those of you that use Kanban Boards and Agile ways of working this will be familiar.
Progress can also be integrated with your tools e.g. Jira, Trello, Asana, Planner.
OKRs will be created to match your org. structure e.g. teams and will cascade in branches. You will want progress to be calculated and reported in the way you choose as a single numeric % and line charts.
Not all Key Results are being worked on actively all of the time, some might be Stuck for example.
Inputs like Confidence are often a better leading indicator than Progress.
And perhaps most importantly capturing what is holding people back and marking it as resolved has a huge benefit to productivity and achievement.
We all know what Red, Amber and Green mean so RAG summaries are used extensively across the platform to ensure you see where attention is needed.
What The Research Says
Numerous studies have shown that setting a speciﬁc difﬁcult goal leads to signiﬁcant increases in employee productivity.
Goals affect performance through four mechanisms.
First, goals serve a directive function; they direct attention and effort toward goal-relevant activities and away from goal-irrelevant activities.
Second, goals have an energizing function. High goals lead to greater effort than low goals.
Third, goals affect persistence. When participants are allowed to control the time they spend on a task, hard goals prolong effort.
Fourth, goals affect action indirectly by leading to the arousal, discovery, and/or use of task-relevant knowledge and strategies.