Measure What Matters in real life Feb 2021 Edition

We’ve all done it. We’ve read Measure What Matters. What John Doerr, the Johnny Appleseed of OKRs, says makes sense. We figure if Intel, Google, Amazon, and Uber experienced explosive growth because of this system, then maybe we could too.

So, you kicked off your OKR program. And at some point, you realized the book didn’t answer some critical questions:

– What is the process of creating company OKRs, team OKRs, and personal OKRs and cascading them throughout the organization?

– How can we develop OKRs openly and share progress on them publicly?

– After we’ve successfully piloted our OKR program with one department, how will we stay on top of the process and still reap the benefits of OKRs when we roll the program out to EVERYONE?

Don’t fret. We’ve got your back and are happy to introduce a few new features that will help ease your worries and put what you’ve read in Measure What Matters into practice.

Align and cascade OKRs at scale

Sometimes when you create a key result, you want others to align their objectives to it. Jeff Bezos says, “Focusing our energy on the controllable inputs to our business is the most effective way to maximize financial outputs over time.” We couldn’t agree more.

This is one way to align and cascade OKRs at scale. Let’s say you want to Increase eNPS . This is the quantifiable metric you want to improve. When you share this with your teams, they can be thinking about how to improve this key result and align their objectives accordingly.

Increase eNPS = f(Celebrate wins + Invest in employees) 

In this example, the organization is saying they believe increasing eNPS is a function of the aligned objectives. In other words, if the Celebrate wins and Invest in employees objectives are achieved, we would expect increase eNPS to improve. As you review the results over time, you can see if your hypothesis is correct.

Learn more about Objective bidirectional goal setting and alignment here .

Your goal social support network at your fingertips

Let’s face it. We’re nosy by nature. Some part of us is curious about our peers and what they’re up to. Research suggests that more than 10% of our daily thoughts involve comparing ourselves to others.

One key aspect of the OKR system is developing OKRs openly and sharing progress publicly. With Mobile Team updates, you can satisfy your curiosity and see everyone’s latest updates. Think ultimate transparency. This is your internal social support network there for you when you need it while you’re on-the-go.

Learn more about mobile Team updates here.

Motivate everyone to win with scoreboards

This seems to be a universal truth. Watch any pick-up game and you’ll see it turn into something fierce when the group decides to start keeping score. It happens naturally. Franklin Covey puts it this way, “People and teams play differently when they are keeping score, and the right kind of scoreboards motivate the players to win.”

With Team profiles, you have that scoreboard. Celebrate wins—big and small—in the “Personal best” section. Review “Team progress” and your team’s “Objective progress over time.” You can drill down by clicking on each individual to see their individual profiles. Use this information to your advantage and allow it to motivate you and your teams to excel. Check out how your team is doing regarding the OKR process. Have they crafted good OKRs? Gauge this with the “Average OKR design score.” Are folks updating their Key results on time? Find out through the “% of owned Key results updated on time.” Learn all this and more with our handy Team profiles accessed through Search, Lists, and Teams.

With Team profiles, everyone can stay on top of their progress and process. Share the responsibility. Learn more about Team profiles here.

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