The COVID-19 pandemic has necessitated rapid changes across many businesses. Many organizations have gone remote during this crisis to maintain business continuity. While working from remote locations, it is easy to feel isolated, but objective and key results (OKRs) help keep your team aligned during the crisis. In this article at People Matters, Manav Seth explains these benefits and talks about how organizations can rethink OKRs for their remote teams.
What are the Benefits?
Learn and Adapt to Changes Fast
The business landscape is ever-evolving. To survive, organizations must adapt to changes faster and implement the same in their businesses. However, the implementation process demands restructuring in the work process or how the business model works. OKRs help you focus on the areas that need improvement. Set quarterly OKRs. Ensure there is a team to evaluate the progress. Measuring the outcomes will help make data-driven decisions.
Having a common team goal will help employees feel less confused and keep them motivated. “As the OKR approach is time-sensitive, it requires discussion and reviews to ensure that the team is heading in the right direction,” says Seth. OKRs facilitate constant communication between remote workers and enable everyone to work together with less conflict.
How to Implement OKRs
- For OKRs to work well, you must ensure buy-ins from your employees. Be transparent about how OKRs can help workers.
- Identify individual, team, and organizational goals. Based on the organizational culture, this can be a top-down or bottom-up approach.
- Once you collaboratively set OKRs for your remote teams, regularly review them to track progress. Have discussions around what is working and what is not.
- Remember, it is okay to change your key results mid-cycle or even discard them if they do not meet the business goals. Objectives are long-term. However, you can alter them to keep pace with changing realities.
- Track progress and challenges to determine what goals were met. Your end goal must be to create a cycle of regular feedback and improvement.
To read the original article, click on https://www.peoplematters.in/article/employee-relations/how-to-design-okrs-for-remote-teams-30055.