Categories
Evaluation  GKA Motivation  OKR

How long to operate OKRs? Why are they effective and what is the flow?

When considering the introduction of OKR, one of the most important factors to consider is the period and cycle of operation.

In order to get the most out of OKRs, it is important to set an appropriate period of time, so it is a good idea to check this before introducing them.

In this article, we will introduce the guideline for the period and cycle of OKR operation and the advantages of setting a regular period.

What is the period and cycle of OKR operation?

What are the guidelines for the duration and cycle of OKRs? Here, we will introduce the characteristics of OKRs and how they differ from KPIs and MBOs.

Feature of setting the period in a short span

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OKRs have the characteristic of setting the period in a short span of time like a daily hedge, about once a month to once a quarter.

Since it sets simple goals that can be achieved in a short period of time, it is ideal for company-wide implementation. Since there are many opportunities to experience a sense of accomplishment, it has the advantage of helping to improve employee motivation.

It also has the advantage of defining the direction of goals, as it breaks down the company’s goals into smaller pieces, such as departments, teams, and even individual employees.

For more information on what OKRs are, please refer to the following page.

What is OKR?
https://www.goalous.com/blogokr-system-companies-employees-earn/

How it differs from KPI/MBO

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The difference between OKR and KPI or MBO is in the setting of the cycle and period for evaluation and feedback.

The difference between OKR and KPI is the setting of the cycle and period for evaluation and feedback. It is important to note that OKR is conducted once a month to once a quarter, while MBO is conducted once a year and KPI is conducted sequentially.

OKRs focus on the process and approach to achieving goals and are intended to increase employee motivation.

On the other hand, MBO is often used as an evaluation index in human resources, and KPI is used to manage progress to see how much is being achieved against goals.

Another difference is that OKR requires all employees to work on it and share the progress status and achievement rate, while MBO and KPI have a limited scope of application.

If the entire company is involved in the process, it would be preferable to introduce OKRs.

Reasons for setting a regular OKR period

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There is a reason why the period of OKRs should be set periodically. Let’s take a look at the reasons and benefits of setting an operational period for OKRs.

To make it easier to respond to any changes

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Setting a regular period for the OKRs has the advantage of making it easier to set goals and provide feedback.

Another advantage is that it is easy to respond to changes because it is flexible to review the direction and target values.

It is easy to provide feedback in the form of concrete figures such as what percentage of the current achievement level is and what percentage can be expected to be achieved during the period.

However, the optimal period varies depending on the management phase, organizational size, and situation of the company operating OKR.

It is important to note that if you set the period too frequently, it will be easy to focus only on trying to achieve the goal and confusion will result.

It is important to set a time frame that suits your company

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The most important thing to keep in mind when implementing OKRs is to evaluate them based on the results.

It is preferable to evaluate the degree of achievement and contribution, rather than evaluating the contents of the OKR goal setting individually.

The optimal rate of achievement for setting OKR goals is about 70%, and a rate of achievement exceeding 100% is considered to be a poor goal setting.

This is because the purpose of setting “goals that seem unattainable” is to maximize motivation and bring out high performance.

You should be aware of managing the rate of progress and reviewing the goal setting through regular feedback.

Examples of OKR Period Aware Operation

The Flow as a Model for OKR OperationGoalous, a tool for flat use.
A goal management tool based on Goal Key Results (GKA), which was developed based on the concept of OKR, is “ Goalous .

The “open goal function” has the advantage of making the goals, achievement rates, and actions of all employees immediately visible, making them easy to manage.

Since it makes it easy to manage the overall progress, there is no need to check the progress in advance or prepare materials during meetings.

It also has a chat function, which eliminates the need for standardized text when sharing information within a team, and allows for speedy information transmission.

It is a combination of goal and progress management and communication tool Goalous, which combines goal and progress management with communication tools, to further upgrade OKR. to further upgrade your OKR.

Summary

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Setting a period of time for OKRs is one of the most important indicators of how the process will act during that period.

To prevent employees from becoming isolated, we want to build a system that allows them to work with high motivation by providing regular feedback and follow-up.

Click here to apply for the monthly free web seminar.
https://www.goalous.com/intl/ja/seminar

Categories
Evaluation  Glossary  Motivation  Training 

The meaning of feedback

Have you ever seriously considered the meaning of feedback? What is feedback?

Feedback is to inspire those who act.

The feedback that we usually use at work, etc., is defined as follows.

Consider a state in which there are people who have “perception” and “ability to act by decision-making” and who “act” what they have learned about what they perceive, and those who observe that behavior.

At this time, it is called feedback that the person who “observes the behavior” stimulates the perception so as to influence the “learning” of the person who acted.

Definition of feedback – by Kohei Kikuchi

Shown in the figure.

Simply put, feedback is an activity that “influences learning” and encourages the expected “next action.” That is the purpose of feedback. In other words, if you do not see the next action you expect, you can think that the feedback has failed.

Feedback has positives and negatives

Behavior increases quantitatively when positive feedback is in effect. It just grows until the body collapses. On the contrary, if it is negative, it decreases. For example:

< POSITIVE >
Your presentation was interesting. I would love to hear from you again.

< NEGATIVE >
Your presentation was boring. I don’t want to hear it anymore.

hould the feedback be honest? how about that. I mentioned earlier that words influence behavior. Don’t handle words easily and sloppyly. This is because it decides the “next action” of the person who receives the word.

What’s wrong with calling a boring presentation “boring”? Otherwise, the opponent will not grow. It is a good businessman to say such a difficult thing, and that is correct and effective feedback.

Most of humanity may believe in this way. No, it has traditionally been thought of for decades. That means I’m 100% wrong (laughs).

There was such an experiment in Kansas.

A basketball team watched a video of play after the match. Within the team, we provided the following two patterns of feedback.

(1) Point out mistakes. The reason for the goal was that he didn’t come back here. etc.

(2) Ignore mistakes and show only where the team did well and where it was perfect.

As a result…

What 2) showed an overwhelmingly large improvement. This is amazing. What have many business teams done? They would have just mentioned “bad things”. And think about what to do next. This is exactly the method (1). In fact, they didn’t realize that the method was discouraging the members. .. .. It’s been decades since you thought you were good. .. ..

There is interesting data again.

When the engagement (feelings such as attachment and affection) of [Give negative feedback] is set to “1”, think about how many times the engagement will be multiplied in each of the following actions compared to that.

(A) Ignore

(B) Give positive feedback

Now, please answer with numbers. Negative feedback is 1. It will be a scary result.

I will write the answer.

(A) 1/30 : Ignore

(B) 40 : Positive feedback

Hmm? This means that positive feedback is 1,200 times more engaged than ignoring it. Was it the worst behavior to ignore? By the way, somebody said that ignoring was the worst act of bullying. Ah, I have to give feedback. What’s more, one positive produces 40 negative engagements. ..

“Benevolence” is the root of everything

You’ve probably heard the word Benevolence. Benevolence is “the feeling of love that cares for people.” It is the basis of Confucius’s teachings.

Very naturally, love your relatives, do your best, don’t be afraid, suppress your selfishness, and treat yourself honestly. This mindset is also the basis of feedback. Without benevolence, real communication between humans would not be possible. ..

I want you to think again. Who is the feedback for? It’s for the other party. Encourage learning by continuing to observe closely, touching the heart of the other person with benevolence, and showering with positive expressions.

“Your presentation was boring in the world. I love boring presentations, so let me participate again.”

Did you improve your wording? Is there benevolence there?

Next time, let’s think about examples.

Categories
Casestudy Evaluation  Telework 

[Must see for HR]How to make onboarding a success even when working from home

This is Shibako from Goalous editorial department.

What makes me happy when I work as a recruiter is to see the people who have joined our company working lively and being active. For this reason, one of the important jobs of human resources is to provide support to new employees so that they can immediately demonstrate their abilities in a new environment.

Recently, however, I have been working from home due to the influence of Corona, and the opportunities to talk to people directly and see how they are doing in the office have been greatly reduced.

So, more than ever before, HR needs to follow up with new hires to see how they are doing.

With Goalous, you can do that.

So this time, I would like to introduce you to onboarding using Goalous.


3 Steps to Onboarding with Goalous

Step 1: Set goals from what they should be

The first step is to explain to the new employee the culture that the company values and the milestones that are expected of them. Then, we work with them to create onboarding goals that will help them achieve those milestones. (By the way, I have them create business-related goals with project members.)

For example, at our company, we have set the ideal state of our employees after six months as “to experience success in their own way while maintaining our culture of “Clarity, Stay Uncomfortable, and Comradery”.

In onboarding, we place particular emphasis on embodying the culture, so we have the employees set the goal by translating this into their own words.

In addition, we will also set the KR in concrete numbers.

Step 2: Track Action Posts

Once you have their goals and KR in place, let them post more and more activities.

At first, many people feel anxious about the content of their posts because they are not used to it. In order to get rid of this and have them enjoy using Goalous, it is important to be responsive. People are happy when they get a response.

If you follow Goalous, you will be notified when an activity is posted, so be sure to react by liking or commenting on it.

By following the actions, you can keep track of the activities of the people who have joined, and by reacting, you can motivate them.

Step 3: Linking Goalous to the outside world

The last step is to expand the communication within Goal to the outside world.

For example, what do you do if you have a problem or a new idea? Linking Goalous posts to real-world communication will greatly deepen the relationship.

While remote work communication is efficient because it tends to be biased towards work content, it is difficult to expand the relationship. This is quite a critical issue for new employees.

By using Goalous, as I said, you can connect new employees with existing employees. You can also have an opportunity to talk to them by saying, “I’ve seen that post on Goalous.

By linking the inside of Goalous with the outside world, it is possible to promote communication between new and existing employees.



Summary

If you let your new employees set goals in Goalous, you can observe them regularly through action posts.

Motivating them by reacting well to their posts and helping them develop relationships in the real world is what people around them should be doing.

If you are in human resources or are about to welcome a new colleague, please take these tips into consideration.

If you can make them feel the fun of making progress on their goals and the benefits of Goalous, they will continue to use Goalous spontaneously to move closer to their goals.

This way, you can continue to track and support their actions even when they are online.

In this article, I told you about onboarding using Goalous.

We also have a 15-day free trial plan, so if you are interested, please feel free to contact us.
We also hold free seminars every month.

Categories
Casestudy Evaluation  Management 

Can’t keep track of your subordinates when working remotely? How to do an appropriate evaluation

This is Shibako from Goalous editorial department.

I will introduce how we, the people who run Goalous, are using Goalous in our company with actual examples.

Today, I’d like to write about evaluation.

How do you conduct evaluations in your company?

Some companies use Excel, some use talent management tools, and some use a variety of other methods.

Of course, we use “Goalous” for our evaluation.

The good thing about Goalous evaluation

Here are three advantages of using Goalous.

#1: You can get feedback from multiple evaluators

In Goalous, you can set up to seven evaluators.

It is possible to set up evaluators in a vertical relationship, but in our company we do 360 degree evaluations, and you can freely set your own evaluators.

If you set the people you want to receive feedback from on Goalous, you can get insights from various angles.

#2: You can look back on past activities and enter the results

In many companies, evaluations are probably conducted every half year or year.

Do you have a clear memory of what you did six months or a year ago?

If it’s about yourself, you may remember, but what about the past activities of others? Isn’t it even more difficult?

With Goalous, you can easily see the past activities and achievements from the evaluation screen, so you can evaluate not only the recent activities but also the entire term.

#3: Evaluation based on process and results

In the first place, Goalous is a tool to share daily activities against goals with the team.

If you are working hard, you can share your activities on a regular basis.

The daily activities will be accumulated on Goalous, and in the end, your evaluation will be based not only on your achievements but also on the process of your activities.

I’m proud to say that this is a very powerful tool, especially under remote work.

When you work from home, it’s hard to see what kind of work you’re doing when you’re far away from each other. According to surveys on telecommuting, people always say that they are worried about whether they are being evaluated properly. I think Goalous is a tool that can solve this problem by allowing people to share their activities on a daily basis and evaluate them based on those activities.

We have described the advantages that we felt as Goalous users from the viewpoint of evaluation.

I hope you are interested in Goalous. If you would like to know more, please feel free to contact us.

We will introduce it in detail with examples.