What are the management methods and capabilities to make good use of OKRs? “OKRs” is a well-known goal management method that has been adopted mainly by famous large corporations overseas.
Many managers may think, “If we utilize OKRs, we can expect further growth and enhancement of our organization.
In this article, I will introduce the basics of OKRs, the management of subordinates to utilize OKRs, and the skills that managers should have.
What is OKR
OKR stands for Objectives and Key Results, and is one of the goal management methods that expresses the main results of achieving goals and objectives. As an organization, we set big goals and then set individual goals in line with the goals. It is a method where the big goal and the individual goals are tied together.
There are several characteristics of OKR. One is that the goal cycle is short: goals are set for a short span of time, about one to three months.
Another feature is that it does not consider the degree of achievement of goals at 100%. Conventional goal management methods consider goal achievement at 100%, but OKR considers goals to be achieved at 60-70%. The purpose is to inspire the organization by setting challenging goals that are difficult to achieve rather than goals that can be achieved.
Another feature of OKRs is that the interlocking of goals makes it easier for teams to work together and has the effect of increasing the engagement of each individual with the organization.
OKRs have become widely known as they have been adopted by Google, Facebook, and Mercari.
How to manage subordinates for OKRs to work
OKRs, which set challenging, short-cycle goals, can lead to organizational growth and increased individual motivation if done well. But if you do it wrong, they can naturally fail.
Management of subordinates will be an important factor in the successful use of OKRs.
In this section, we will introduce how to manage subordinates, which should be done in order to make good use of OKRs.
Strengthen cooperation within the team
In OKR, each member of the team sets a goal, but every goal is set so that it will eventually lead to a larger goal. This is to ensure that the members can achieve the same goal as a team.
In other words, in order to utilize OKRs successfully, it is important to align the vectors of the team members so that they can move toward the same goal.
To ensure that the team members are on the same vector to move toward the goal, it is important to make sure that they are always aware of the goal and motivate them to work together. One way to do this would be for members to be open with each other about their goals so that the team can work together.
At the same time, it is important to set goals for each subordinate that match the overall goals of the organization.
Take time for 1-on-1s
It is important to provide regular feedback to make them aware of the OKRs and to improve the achievement rate.
It is good to proactively set aside time to talk with subordinates one-on-one in order to make them aware of problems that prevent them from achieving their goals in OKRs and to enable them to move toward improvement. By talking one-on-one, the supervisor can not only easily understand the subordinate’s thoughts on OKRs, but also utilize them in setting the next goal.
To successfully implement OKRs
So far, I have explained that the management of subordinates is important for the successful use of OKRs. However, the management of subordinates will not be successful if the manager is not skilled enough. We should also consider improving the skills of the managers themselves, which are necessary for OKRs.
Finally, I would like to explain the capabilities of managers that are necessary for the successful implementation of OKRs.
Ability to motivate
One of the factors that affect the operation of OKRs is motivation: how to motivate people in connection with the goals set in OKRs. It will be difficult to motivate subordinates if they are faced with goals that do not motivate them.
What is required of managers is the ability to motivate members to achieve their goals so that they can be motivated to work. The better the motivation, the more members will be willing to move toward the goal.
Of course, it is important to communicate with members and motivate them, but being able to create an environment within the team where members can work toward their goals is also a necessary management skill.
Managers also need to be able to provide guidance that matches the skills and goals of their team members. Managers need to be able to coach their team members according to their skills and goals, because proper coaching is a step closer to reaching goals. When providing guidance, it is necessary not only to provide guidance tailored to each individual, but also to be aware of guidance that enables subordinates to grow independently and take action.
Communication skills are important for managers to be able to check the degree to which their subordinates have achieved their goals and provide appropriate follow-up and advice.
Rather than just talking to subordinates, it is good to be aware of such things as “communicating with subordinates so that you can understand their situations” and “communicating with them on a daily basis so that you can follow up immediately.
In order to facilitate communication within the team, it is a good idea to actively use tools. Goalous, not only can you communicate through the messaging function, but the following various functions support goal management. The following functions support goal management.
Goal management tool Goalous are as follows.
The goal function allows you to grasp the goals of your subordinates.
You can check the progress of your subordinates’ work and their work performance with Photo Action.
The evaluation function allows you to visualize the results.
It has a full range of functions that can be used for goal management Goalous allows for appropriate feedback. Looking back at the past will also help you set goals.
OKR, which has been adopted by large overseas companies, is an advantageous goal management method, as it helps the team grow. However, it can also fail if subordinates are not managed well.
It can be said that managers should not only improve their own abilities, but also consider measures to supplement their abilities, such as the use of communication tools.
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