One for all and all for one: 4 steps for introducing the OKR method and following a common goal

Project management is full of methodologies with different approaches. Some are based on flexibility, others on rigour or collaboration.

The OKR method, which stands for Objectives and Key Results, is one of the best-known objective-based project management methods.

But what does this method actually involve? And how can you implement it in your company?

Then don't panic! We're here to reveal all the secrets of this method.

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What is the OKR method?

The OKR method, popularised by Google in the early 2000s, is a management method based on key objectives and results.

The aim of this method is to unite all employees around a common objective set by the company.

To achieve this, OKRs (Objectives Key Results) are set:

• At management level, this is where the company's vision and missions will be defined. These are the corporate OKRs,
• At the level of each team, they each make their own contribution to the common objective. The teams take ownership of the company's vision and set themselves specific objectives: the team OKRs.

Why implement the OKR method?

The benefits of the method

If properly implemented, the OKR method will bring a number of benefits:

• Concentration: if the objectives are well defined beforehand, and the employees have been part of this organisation, then everyone will be focused on the tasks at hand;
• Transparency: the definition of clear objectives and follow-up will enable each manager to monitor the actual work of his or her staff;
• Motivation: the objectives set are ambitious (but still achievable), they take employees out of their comfort zone and make them want to go the extra mile to achieve them;
• Autonomy: teams are autonomous and work together towards a common goal. Everyone has their place and can propose solutions to achieve it.

Watch out for abuses!

Implementing the OKR method should not be taken lightly. It's not enough simply to set a few objectives drawn at random and cross your fingers that they will be achieved. To be effective, the OKR method requires rigour and preparation.

As a company, you need to ensure that :

• Managers do not use the OKR method as a spying or evaluation technique. The method should not be accompanied by sanctions, but rather by communication and optimisation;
• The key results are understandable and easily measurable; if no measurements can be made, the method is useless;
• Communication is well organised, and each employee must be kept informed of the development of the objectives, as well as the results.

4 steps to applying the OKR method

Step 1: set OKR objectives

The first step is to answer the question "where does the company want to go? the company objective and the OKRs of the various teams must be geared towards this goal. The efforts of each employee must be directed towards achieving the OKRs of the teams, which themselves have a role to play in achieving the corporate OKR.

Each objective must be :

• Ambitious: it must take teams out of their comfort zones. For example, an objective is considered to have been achieved when 60-70% of it has been achieved, rather than 100%, in which case the objective was not ambitious enough. This is the philosophy behind the OKR method: set ambitious targets and don't be afraid of failure;
• collaborative: in the OKR method, the notion of collaboration is also important, and objectives need to be set collectively to involve each member;
• Temporal: a start and end date must be set for the objectives to help and motivate employees to achieve their goals.

Step 2: Define key results

In the case of the second stage of the OKR method, the question to ask is "how do we get there?

In other words, how can we achieve the objectives listed above?

Each objective should have a maximum of 3 to 4 key results, referred to here as KPIs.

These results must also have a number of characteristics:

• Be measurable: the results must not be vague and imprecise, but quantifiable and measurable on a numerical scale,
• Be achievable: if the results seem unattainable, employees will be demotivated. It is important to remember that results are the means, tasks and methods used to achieve objectives,
• Be difficult to achieve: we need to distinguish between ambitious and unachievable. Just like objectives, results need to take employees out of their comfort zones.

Step 3: Form work teams

The OKR method is based on collaboration, so the creation of work teams is essential to the success of this new practice. The method is easier to implement in companies that use the Scrum or Agile method, because the teams are used to working under these conditions.

The OKR method involves :

• Trust: employees must trust their managers and vice versa, so that everyone can express themselves and take initiatives without feeling pressured;
• Autonomy: trust implies autonomy; each employee must feel free to innovate, propose solutions or be creative;
• Communication: it goes without saying that inter- and intra-team communication must be totally fluid so that everyone, employee and manager alike, can assess whether objectives are being met.

Stage 4: Measuring results

This final stage is essential for monitoring and evaluating the achievement of objectives.

As mentioned above, the aim of the OKR method is not to achieve 100% of the objectives, but rather to find a way of achieving them. So you need to focus on the impact of the actions put in place and their optimisation.

💡It is advisable to regularly monitor the progress of the OKRs in order to improve and adapt your actions.

To easily deploy the OKR management method, certain tools have been developed. These include Zest by ZestMeUp, a digital platform designed to boost employee commitment. Thanks to its Success module, you can simply define objectives and measurable results for each of them. You can then view the progress of each OKR using an intuitive, colour-coded dashboard. The tool also facilitates communication between employees and their manager, who can then coach them more effectively as they go along to help them achieve their objectives.

Applying the OKR method: 2 concrete examples!

Example no. 1: improving your reputation on the internet

Example 2: perfecting your corporate culture

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In conclusion

The OKR method is a very interesting approach which allows you to link each action to precise objectives.

To implement this method successfully, you need to remember to :

• set ambitious but achievable goals,
• limit the key results to 3-4
• regularly monitor progress
• constantly adapt your actions,

Now you know all you need to know about the OKR method and its benefits. We hope we've given you some pointers on how to implement this method in your teams!