When it comes to business performance objectives you're likely aware that efficiency and productivity are crucial. But how do you successfully achieve these? The key to having good all-round performance is five performance objectives: quality, speed, dependability, flexibility and cost.

![five key performance objectives](//images.ctfassets.net/6g4s9n00xmsl/46cHYAt6Ztlnj3A7AV5jUk/3f0f8a670b7f90437fdff40664d1be06/five_key_performance_objectives.png)

## Performance Objective 1: Quality

Quality is the visual sign of how well an operation does what it does. It's a consistent indicator which customers and staff base their expectations around.

Does the product work as it should? Or has it been made with low-value parts that undermine its integrity? Quality is a fundamental aspect of performance and, because of this, has a huge influence on whether a customer is satisfied or not.

For example, giving each individual warehouse packer the responsibility to pack their own boxes improves quality as mis-packs are made less likely to occur.

In terms of the operation principles, quality can create the potential for better services and products which reduce costs in the long run thanks to having more satisfied customers.

![Performance Objectives Quality](//images.ctfassets.net/6g4s9n00xmsl/1LMsMb3zowZ3zebnVInqff/c044b46b1be596bd2581627d41fb1572/Performance_Objectives_Quality.png)

## Performance Objective 2: Speed

Speed is the turnaround time between customers ordering a product or service and the point at which they receive it. When an organization delivers the goods or services on time, the more likely a customer is to be satisfied with their experience.

If you can provide a service or product faster than other companies without compromising on quality then you are already off to a winning start.

In terms of operation principles, high speed can allow for faster delivery of services, therefore saving costs.

![Performance Objectives Speed](//images.ctfassets.net/6g4s9n00xmsl/59ang7Ncy3W56gNp8J2b0n/4c8da2fe63f6eb19e11abbb5792df9e6/Performance_Objectives_Speed.png)

> How can you keep track of your business performance objectives? [Goal setting](https://www.peoplegoal.com/glossary/goal-setting), whether it's through [Objectives & Key Results](https://www.peoplegoal.com/glossary/objective-key-results) or [SMART Goals](https://www.peoplegoal.com/glossary/smart-goal-stand-for) gives you a framework to track your targets, progress and results, and helps you to communicate these company-wide.

## Performance Objective 3: Dependability

Dependability means that customers can rely on your organization to receive their goods and/or services as and when promised. While this may not affect the chances of a customer selecting the service - as they have already 'consumed' the product - it influences whether the customer returns to make a future purchase or recommends your business.

No matter how cheap or fast a pizza is made by a takeaway company, if the customer can't depend on it to be delivered on time or to the correct address, then they will go elsewhere.

In terms of operation principles, dependability is important in providing the reliable delivery of service and products.

![performance objectives dependability](//images.ctfassets.net/6g4s9n00xmsl/CT9YRv0yZ3v2atux9a2df/efa17bb89294366db246a5e9e6ece3ba/performance_objectives_dependability.png)

____

![Performance objectives - Essential Guide To Objective Key Results](//images.ctfassets.net/6g4s9n00xmsl/5O7N4K7lPMpkZftCYoZTbj/2ff53588c6c11144cbcc0e75dcc7dd00/The_Essential_Guide_To_Objective_Key_Results.png)

[The Essential Guide to OKRs](https://www.peoplegoal.com/guides/okrs) __will show you how to create an Objectives & Key Results process that you can implement across the organization to track your performance objectives.__

---

## Performance Objective 4: Flexibility

Flexibility is the means of changing an operation to match a customer's requirements. This may involve changing what the operation does or how it works so that the service is bespoke.

Customers are likely to require change for four reasons:

- Product/service flexibility occurs in order to introduce a new or modified product.
- Mix flexibility is the ability to have the variety of products available grow.
- Volume flexibility involves the output of a process and being able to produce different quantities/volumes.
- Delivery flexibility is being able to change the timings of delivery in a product/service.

Being flexible gives the potential for a business to hold a competitive edge due to their wider variety, different volumes and varying delivery dates.

![performance objectives flexibility](//images.ctfassets.net/6g4s9n00xmsl/2GqmCECQaceWI9ENF5keeC/b78d993fa0b6289fe91f3a9069d9dd6b/performance_objectives_flexibility.png)

## Performance Objective 5: Cost

Cost is an important factor for companies which compete directly on rates. The lower a company can keep its production costs, the lower they can have their customer-facing prices.

Even companies who do not compete on price want to keep their costs as low as possible while still maintaining the levels of quality, speed, dependability and flexibility that their customers demand.

The minimalization of costs is as important so that resources can be spared to grow other areas of the business.

![performance objectives price](//images.ctfassets.net/6g4s9n00xmsl/4qF76lPD8EM2dMn5g2nUkq/08a486c839c993a86bb2b7776d4b3a01/performance_objectives_-_price.png)

You should dive more into the specifics of each performance objective and decode some of those tricky acronyms with our guide to [Key Performance Objectives and Indicators](https://www.peoplegoal.com/blog/performance-objectives-examples).
![key performance objectives objectives and indicators](//images.ctfassets.net/6g4s9n00xmsl/4mskPJ8iARQC3jFIVdbuWc/257b07b2afe6356acabdb688eb7d8ae2/key_performance_objectives_objectives_and_indicators.png)

__These performance metrics are relatively straightforward and should be applied to all aspects of your business operatiosn. By achieving each of these performance objectives you can satisfy customers and improve your profit.__

The five key business performance objectives for any organization include quality, speed, dependability, flexibility, and cost.

Performance Objectives - What Are the 5 Business Objectives?

5 Business Performance Objectives

The obvious performance objectives of any business are effectiveness and productivity. You also need to consider quality, speed, dependability, flexibility and cost to achieve overall success.

OKRs stands for '[Objectives and Key Results](https://www.peoplegoal.com/blog/okrs)'. It's a method first used by Intel that later became the flagship tool for objective management at Google. It is also very popular in the startup world as it boosts the milestone strategy, which normally revolves around achieving scalability.

To make it work you have to set up an Objective and around the Objective you set a number of [Key Results](https://www.peoplegoal.com/guides/okrs). The objectives should be measurable and conclusive rather than vague. For example, an objective can be "Achieve 100% after sale customer support". A key result (for a customer service employee as an example) is to "Eliminate daily backlog on unanswered customer emails".

![OKRs - Objective Key results Method](//images.ctfassets.net/6g4s9n00xmsl/7t247ge3KvuI0LkOBK9PuU/5791e8cdb10eebd4cea19edd473b9cc4/OKRs_-_Objective_Key_results_Method.png)

The duration of the process depends on the business cycle. For a startup it can be monthly, and for a larger organization it will typically be quarterly. According to Google every employee should set no more than six [OKRs](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) otherwise he/she will be overworked. The rating they use is a scale from 0 to 1 and everyone is aiming for 60% to 70%. The idea is not to achieve 100% of your OKRs because that means that you did not set challenging targets. Also the focus should be on the Objectives and not on the grading. Another important aspect of the system is that [all information is public and everyone can see other people's goals & objective](https://www.peoplegoal.com/blog/objectives-and-key-results)s. This way it's much easier to identify people that can help you with your deliverables. Finally, OKR's are not being use for promotion decision at Google.

The OKR method is not a simple as it appears and it should be applied correctly to achieve results. Below is a list of things employees should follow when setting OKRs.

- Employees should set the OKRs for themselves (and not have their managers do it).
- OKRs should be public. Everyone should be able to see what everyone else is targeting. This way everyone understands how he/she contributes to the overall company agenda, and it is also easier to get in touch with the right people when you need support.
- Set between four to six objectives with maximum three key results per objective to support them. This way you will be able to prioritize your key tasks.
- Continuous process. [OKRs are a continuous process](https://www.peoplegoal.com/product/okrs-software) not just a one off tast at the beginning and the end of the [performance cycle](https://www.peoplegoal.com/blog/how-to-set-up-a-performance-management-cycle-that-employees-love). Many companies fall in the trap of just setting them and never keeping track of them.

![OKRs - Tips for Employees setting OKRs](//images.ctfassets.net/6g4s9n00xmsl/1wFAyEcKSvNcxLA6HS9Omr/9cd177d431a27478efa38d42b7f3f4e1/OKRs_-_Tips_for_Employees_setting_OKRs.png)

Clearly, OKRs are an effective method to achieve company objectives, but there is room for process improvement. For example, OKRs do not capture development points. Just completing goals will not develop the employees. Every objective should be linked to [development points](https://www.peoplegoal.com/blog/development-plans). This way the employee develops as he completes his goals and on the next cycle he would be able to pick up tasks that require [extra skills](https://www.peoplegoal.com/blog/skills-based-hiring). Also, the employee will understand how his tasks link to development points.

OKRs are not linked to [performance reviews](https://www.peoplegoal.com/blog/tips-for-effective-performance-reviews). Every company treats OKRs as a different, separate process. Not enough gravitas is being placed on OKRs by management when making promotions decision. Again this must change, [with OKRs employees are stretched to step outside their comfort zone](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success) and set challenging targets therefore it should count towards their performance reviews.

Lastly, OKRs in some occasions place employees in a box resulting from the conclusiveness of the objectives. To avoid this employees should be able to set some OKRs that related to their areas of interest and development requirements.

You can read additional material on similar topics here:

- [Employee Performance](https://www.peoplegoal.com/blog/topic/employee-performance-management "Employee Performance")
- [Employee Engagement](https://www.peoplegoal.com/blog/topic/employee-engagement "Employee Engagement")


A method first used by Intel that later became the flagship tool for objective management at Google.

OKRs stands for 'Objectives and Key Results'. It's a method first used by Intel that later became the flagship tool for objective management at Google.

Are OKRs Really the Panacea for Goal Management?

Talking through OKRs for small businesses

The [OKRs](https://www.peoplegoal.com/blog/okr-updates) system was promoted by John Doerr, an early Google investor, back in the [late 1990s](https://www.whatmatters.com/articles/the-origin-story/). In his Ted Talk, Doerr talks about the importance of setting ‘meaningful and audacious goals’. Andy Grove taught Doerr about [management by objectives](https://www.peoplegoal.com/glossary/management-by-objective-mbo) – which provides an __ambitious__ goal setting framework for organizations. 

Grove said you needed to be able to look at a goal and say __‘Did I do it? Yes, no, simple’__. Goals can often be vague and dreamy – ‘Improve our processes by 2022’ is one such example. Instead, [OKRs](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) provide a concrete goal framework. It's a quantitative approach to goal-setting, so that you can __objectively__ measure your progress to a goal.

![Objectives and Key Results](//images.ctfassets.net/6g4s9n00xmsl/1RgNlkBoz5VYv3JY828uyD/164dc42fb9de8316b2400ee5886d5aca/Objectives_and_Key_Results.png)

An __Objective__ is the target you want to achieve. It’s your final destination. A __Key Result__ is the practical bit – the __measurable steps__ you take to achieve your objective. 

OKRs are quantifiable. Google uses a scale of __0.0-1__ to track progress towards Key Result. 1.0 is a completed result, and __0.6-0.7__ suggests great progress. OKRs are a marathon, not a sprint. Making steady progress towards stretch goals is the aim here. That’s why a 0.6 rating is an achievement in itself. 

[OKRs](https://www.peoplegoal.com/blog/how-to-set-and-track-okrs) aren’t used to make decisions about compensation. They are not [performance indicators](https://www.peoplegoal.com/blog/key-performance-indicators) for individual employees. Instead, they aim to glue team members together with collective goals and provide a set of priorities for an organization.

Alignment is the word on everyone’s lips – and the purpose of OKRs is to connect the whole company around a shared vision.  OKRs are often set democratically, with the input of all employees.

So far, so good. However, as we’ll explore below, there are plenty of downsides to this goal framework. 

[See John Doerr explain his thoughts on goal setting in this Ted Talk](https://www.youtube.com/watch?v=L4N1q4RNi9I) 🎥👈 

![Objectives and Key Results definition OKR updates](//images.ctfassets.net/6g4s9n00xmsl/5kIzdb78ScPb2nhrxPfp95/5e881aaaaf12bc21c35f7c52024df072/Objectives_and_Key_Results_definition_OKR_updates.png)

---

## How do you set OKRs?

__[For an explanation of how to set and track OKRs, read this post](https://www.peoplegoal.com/blog/objectives-and-key-results)__ 👈 

[The OKR framework is simpler than it sounds](https://www.peoplegoal.com/product/okrs-software). Each company level will typically set around 3-5 objectives. You can set company-wide, team and employee objectives for the best results.

Make your [objectives](https://www.peoplegoal.com/blog/what-are-the-five-performance-objectives) finite. For example, you might set a goal to achieve ‘by the next quarter’. If your objectives are organization-wide, make sure they are relevant to everyone – create a shared vision. 

Write between __3 and 5 Key Results__ per objective. Each result should be a __building block__ towards your objective. Make them clear and actionable, such as ‘Achieve a Customer Satisfaction Rating of 5’.  

__Tips for Writing OKRs__

- Be ambitious

- Make it time-bound

- Consult all company levels

- Decide whether to set OKRs quarterly or annually

---

## Pros of OKRs 👍

### 1)	Set ambitious goals

OKRs can look big and scary- for example, ‘boost sales by 20%’. They are intended to be __ambitious but not impossible__. If an OKR is only partially achieved, it’s a win – because the initial objective is so audacious.

This also provides focus for a department. Prioritization becomes easy – you know what Key Results need to be achieved in the next quarter to keep your team on track. 

When we feel we are working towards something bigger than ourselves, we feel a stronger sense of purpose. This boosts [employee engagement](https://www.peoplegoal.com/guides/employee-engagement) and satisfaction.  

![Ambitious Goals OKRs](//images.ctfassets.net/6g4s9n00xmsl/1PIR6ipYrrDHPn2PJfwVmF/b51bf0416d64286ff1f9e6511b10dc22/Ambitious_Goals_OKRs.png)

---

### 2)	Reviewed regularly – usually once a quarter or monthly

OKRs inject some self-reflection into the goal-setting process. They require you to review your progress regularly. 

With clear Key Results, it’s easy to quickly see where you stand. A monthly meeting with your team where you discuss progress towards OKRs gives everyone a shared purpose. Reviewing regularly can make OKRs truly motivating. 

---

### 3)	Quantitative

Key Results are objective: you know when they’ve been achieved. It’s easier to measure your progress when you can cross off milestones along the way.

---

### 4)	Aligns everyone to a shared objective

OKRs improve [goal](https://www.peoplegoal.com/blog/smart-goals-in-nursing-examples) awareness. Each team understands how their work fits into the bigger picture. OKRs are __public__, ensuring that everyone is on the same page. 

In the remote environment, where [communication](https://www.peoplegoal.com/blog/employee-communication) between teams is often difficult, this is invaluable. 

![Company Objectives and Goal Awareness OKRs](//images.ctfassets.net/6g4s9n00xmsl/1GbHqF1U0cmPIqNR11o9Iw/e0212093f069e12dfc6b9d8d78d64852/Company_Objectives_and_Goal_Awareness_OKRs.png)

---

## Cons of OKRs 👎

### 1)	True alignment is a challenge

OKRs are popular among start-ups – just the organizations who deal with plenty of change. The problem is, OKRs can be too rigid for such agile environments.

As you review [OKRs](https://www.peoplegoal.com/blog/objectives-key-results-are-okrs-really-the-panacea-for-goal-management) each month or each quarter, you might find that some are now out-dated. 

As Objectives and Key Results take a while to agree on and set, it doesn’t look great to change them too often. In this sense, OKRs can hamper [change-management](https://www.peoplegoal.com/blog/change-management) and a team’s responsiveness to new circumstances.

---

### 2)	Key results are prescriptive

Key Results are the stepping stones to your dream objective. But there are many possible routes to your goal. Your team might have out-of-the-box problem solving ideas, but if the brief is ‘Get a 4 Star rating for customer service’, they’re going to focus on that.

Experimental and [innovative teams](https://www.peoplegoal.com/blog/how-self-leadership-can-drive-innovation-in-your-organization) can often feel held back by Key Results. You could set OKRs more regularly, or consider making Key Results more adaptable. 

![OKR framework Key results](//images.ctfassets.net/6g4s9n00xmsl/4xYVSAxW55P3dhIxUcRjsT/dee55d9e50dade8d4382b33ffa29b685/OKR_framework_Key_results.png)

---

### 3)	Organizations set too many OKRs

When you have ambitious plans, the temptation is to set more goals. But problems start to arise – OKRs don’t align with each other. Employees don’t know what to prioritise.

It’s easy to say, ‘just set fewer OKRs, then’. But different [teams](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely) may have very different priorities. OKRs don't always translate company wide. Your sales team might be revenue focused, but perhaps your product team have suggestions that compete with this – the need to invest more in product development, for instance. 

Objectives and Key Results expert Christina Wodtke argues that companies should focus on __just one Objective__ and its Key Results. This would certainly correct some alignment problems. But in a complex organization, this can look more like a vague vision than a clear target. 

If your organization is overwhelmed by goal *setting*, rather than *reaching* goals, it may be time for a re-think. 

![Goal management OKRs](//images.ctfassets.net/6g4s9n00xmsl/1YEYkDwu5xhYmwkJdWunbU/ee188621bd8f36aa9b12dc6245c2a513/Goal_management_OKRs.png)

---

## OKRs: Find what works for your team

OKRs have some downsides, but for most organizations, they are a net benefit. The alignment and transparency they offer is unmatched. If you want to connect your employees around a shared purpose, we would recommend this system. 

PeopleGoal supports growing teams as they set goals. To find out more, take a look at our [Performance](https://www.peoplegoal.com/solutions/performance) page. 


OKRs provide transparency and objectivity for the goal-setting process. However, they're far from perfect, as we'll explore.

OKRs: The Pros and Cons You Should Know

OKRs the Pros and Cons

OKRs are trendy, but are they the quick-fix they seem? We explore the pros and cons of this goal-setting framework

### Pros of OKRs 👍

1) Set ambitious goals

2)	Reviewed regularly – usually once a quarter, or monthly

3)	Quantitative

4)	Aligns everyone to a shared objective

### Cons of OKRs 👎

1) 	True Alignment is a challenge

2) 	Key results are prescriptive

3) 	Organizations set too many OKRs

[OKRs](https://www.peoplegoal.com/blog/objectives-key-results-are-okrs-really-the-panacea-for-goal-management) (Objectives and Key Results) are a great way to align company, team and individual goals. They transform a vision or wider objectives into actionable __Key Results__, so that organizations are ambitious about their next steps. __OKR updates__ are a way to tailor these to the current state of play.

As a rule of thumb, [OKRs](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) are *not* usually updated mid-year. However, sometimes an organisation is faced with changes that need immediate attention. 

You might need to recalibrate your objectives and key results in line with [unexpected changes](https://www.peoplegoal.com/blog/change-management), such as a natural disaster or pandemic. However, OKR updates are frequently used for day to day business reasons – for example, to meet the requirements of a new customer whose expectations do not match your current services. OKR updates allow you to face up to change with a __clear plan of action__.

Be warned, if you’re planning to update your [OKRs](https://www.peoplegoal.com/blog/objectives-and-key-results) quarterly, you will encounter some challenges. We explore __10 challenges__ you might face when implementing mid-year OKR updates

First, we’ll look at some of the __benefits of OKR updates__. Then, we’ll take you through the more troublesome aspects of the process.

![Objectives and Key Results definition OKR updates](//images.ctfassets.net/6g4s9n00xmsl/5kIzdb78ScPb2nhrxPfp95/5e881aaaaf12bc21c35f7c52024df072/Objectives_and_Key_Results_definition_OKR_updates.png)

---

## What are the benefits of OKR updates?	

OKR updates come with a range of potential benefits.

- [Scrap irrelevant or obsolete objectives](https://www.peoplegoal.com/product/okrs-software)
- Create flexibility so that managers can adapt OKRs for their teams
- Improve morale by making OKRs more workable
- Remind employees of the OKRs quarterly to ensure they are implemented
- Adapt quickly to changing customer expectations

![Benefits of OKR Updates](//images.ctfassets.net/6g4s9n00xmsl/3AIbFPrfwffAdSXMYGQifg/b3be77c6dd07d86ccc4216cdaaf4f1ab/Benefits_of_OKR_Updates.png)

However, OKR updates can also cause issues when it comes to [employee development](https://www.peoplegoal.com/blog/effective-employee-development-plans) and company growth. Below, we explore 9 of the biggest challenges leaders face when they update objectives and key results.

---

## Top 9 Challenges of Mid-Year OKR Updates

---

### 1.	Not everyone adapts to change as well as others

Sure, your company must respond to an [agile marketplace](https://www.peoplegoal.com/blog/agile-hr). Change will be constant as you adapt processes to your customers’ and organization’s needs. However, change is easier for some employees than others.

The danger with an OKR update mid-cycle is that you will slow down operations. [Setting new OKRs](https://www.peoplegoal.com/blog/how-to-set-and-track-okrs) each quarter means employees have to adapt each time. For some, this is exciting, but others may lose focus and feel there is a __lack of communication__ if objectives are altered too often.

---

### 2.	You risk side-lining ambitious targets

The good thing about having annual team OKRs is that they are __set in stone__. Objectives provide a __direction of travel__ for your company, and key results provide the stepping stones to get you there.

The danger of OKR updates in the middle of the year is that you’ll wander off track. Ambitious [organizational goals](https://www.peoplegoal.com/glossary/organizational-development) are often placed on the back burner -  and replaced with smaller short-term wins. 

Adapting your Key Results to match current company challenges is a positive thing. Those set in December last year won’t necessarily bite the bullet for the next quarter. 

But be careful that your Key Results stay true to your current targets. [It’s tempting to side-line the more ambitious ones](https://hbr.org/2017/01/the-stretch-goal-paradox) or to water down your company-wide objectives– but these are what you need to take the next steps. 

![Setting Ambitious Targets OKR Updates](//images.ctfassets.net/6g4s9n00xmsl/E8sO6KeHr9riVIQMd82ki/f48fdaa1aad39e6b839f4d5d51fc6146/Setting_Ambitious_Targets_OKR_Updates.png)

---

### 3.	You’ll spend more time planning than taking action

Quarterly OKRs mean [more time planning and less time acting](https://www.mckinsey.com/business-functions/mckinsey-digital/our-insights/planning-in-an-agile-organization). If you submit OKR updates every three months, you’ll need to make the changes with fair notice. You’ll usually need do your goal setting with a month to go – in the midst of pushing towards your current Key Results.

This can set you back and take focus away from your current targets. You might find that teams abandon Objectives and Key Results early because they’re looking ahead to adapt them – when a little more time and effort would have secured those targets. 

---

### 4.	OKRs may lack accountability

If you’re planning to make OKRs flexible, you need to have a [goal process](https://www.peoplegoal.com/blog/goal-process-for-your-team) in place to ensure accountability.

Flexibility is necessary to ensure that OKRs remain relevant. Your team might lack resources to achieve that goal, or a better solution might be found. Holding onto OKRs for dear life won’t change that!

On the other hand, if employees can just hit ‘delete’ on any OKR, your system __lacks accountability__. You can avoid this by holding team meetings on any OKRs you plan to put on pause. Ask your team: why is this Key Result no longer relevant? What action was taken to achieve this objective, and why was it not reached?

This doesn’t just lend gravitas to the OKRs process – it means each employee carefully reviews the need for OKR updates. 

![Accountability and OKR Progress](//images.ctfassets.net/6g4s9n00xmsl/7N0lR9UnysSetDUD4VSgBi/ea3fa6f2df90ae20d4051b7a4b6ca4b6/Accountability_and_OKR_Progress.png)

---

### 5.	OKR updates might prevent employees from developing

If OKR updates lack accountability – it’s the more challenging objectives that will get the boot.

Not only does this keep you from those all-important targets, it hinders [employee development](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works). Yes, __stretch goals__ can sometimes feel unrealistic. Smaller, more concrete building blocks are often required. But stretch goals are intended to keep employees developing their skills and growing their talents.

Try to allow time for more challenging targets. Employees who fail to hit OKRs may need more support. Use one on one meetings to pinpoint any issues that are stifling their progress - don’t make any substantive OKR updates until you have spoken to them.

👉 [Click here to listen to our webscast discussing employee development](https://www.peoplegoal.com/resources/webcasts/employee-development)

---

### 6.	Too frequent changes lower morale

Imagine you’re in a team that’s been working hard towards an OKR. Suddenly, you are asked to change your approach. Some of your team’s work is thrown out. Perhaps you made plans to address the goal for the rest of the quarter which you’re not able to try out.

In all likelihood, you would feel pretty demotivated. [Constant OKR updates can be a time-waster and a morale-wrecker](https://medium.com/@dzigarmi/okrs-and-their-influence-on-employee-engagement-1ddbf784825b). Make sure you give your teams a chance to get started on their plans. If they have the opportunity to execute their strategy, they’ll learn much more and make more progress than if they are constantly asked to rework their OKRs. 

OKRs are supposed to give employees a [__motivating push__](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees). Don’t let OKR updates ruin the buzz.

![OKRs that Boost Morale OKR Update](//images.ctfassets.net/6g4s9n00xmsl/6J2CS0GbxPKMiVV7NsioRD/e2fb51176f49c67992c4e7bd73af18c8/OKRs_that_Boost_Morale_OKR_Update.png)

---

### 7.	OKR updates can be too hierarchical

Your [OKRs process](https://www.peoplegoal.com/guides/okrs) may be very democratic. You may hold an all-hands meeting to discuss them before they are confirmed. All boxes ticked, you’re off to a great start.

But when making updates, all too often there just isn’t the time to incorporate everyone’s point of view. As such, OKR updates are usually initiated by [managers and executives](https://www.peoplegoal.com/blog/smart-goals-for-managers). Many of those who will work towards this goal are not asked for their insights. 

Consequently, employees feel __blindsided__ by changes. Your newly updated OKRs are likely to be less relevant, as not everyone has had a say on the next course of action.

---

### 8.	You’ll confuse OKRs with tasks

OKRs are commonly confused with your ‘to-do’ list. Key Results are not [daily tasks](https://www.peoplegoal.com/blog/great-process-for-setting-weekly-tasks), as the name suggests, they are results – the intended outcome of a number of tasks.

If you’re constantly updating your Key Results, chances are you are getting bogged down in the small details. Targeting smaller tasks to Key Results is necessary, but constantly changing your OKRs to match daily tasks complicates things.

Instead, set Key Results that are ambitious. Use them to assign daily tasks that count – but make sure they create a broader picture of the outcomes the organization needs.

![Objectives and Key Results and Tasks](//images.ctfassets.net/6g4s9n00xmsl/5ZfsPpUb89phcQGqkj07YE/e238adbf6898d13c39e2b04a95930725/Objectives_and_Key_Results_and_Tasks.png)

---

### 9.	You’re less likely to monitor goal progress

Goal setting is not really about just setting goals. It’s also a process of reflecting on your progress and adapting your strategy. Managers have a vital role to play in monitoring goal progress  and supporting employees to aim high. Unfortunately, many leaders provide inadequate feedback and support for their employees. 

It’s crucial to monitor progress towards OKRs, as Benjamin Harkin, author and Ph.D. of the University of Sheffield writes, ‘Monitoring goal progress is a crucial process that comes into play between setting and attaining a goal, ensuring that the goals are translated into action’. In a [study of 138 participants](https://pubmed.ncbi.nlm.nih.gov/26479070/), Harkin found that those who monitored their progress towards goals were more likely to succeed. 

OKRs do not work if you are not checking in with the progress of all employees. If you adapt OKRs too regularly, you don’t give employees a chance to move towards these targets. You’re also unlikely to provide them with the support they need to move forwards.

Setting fewer goals means you can review progress across time. You can highlight any areas where the employee needs to develop their skills. This  creates a collaborative and supportive culture in which employees feel valued.

![Monitoring OKR progress](//images.ctfassets.net/6g4s9n00xmsl/7LZBMxjtvMewIKJffwDHYA/746056a202761f6834d3f18e085547ff/Monitoring_OKR_progress.png)

---

### OKR Updates – The Takeaway

[OKRs](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success) work best when they provide a clear line of sight at all company levels. Change them too often, and employees will start to lose direction.

OKR updates are often necessary. It’s important to be flexible so that your processes can respond to shifting customer, organizational and market expectations. However, remember to create a vision for every employee. Create OKRs that are the bedrock for your day to day activities, so that you are moving towards ambitious targets every day.


This blog post reveals the ugly truth of mid-year OKR updates. Changing OKRs too often means they lack accountability, lower morale and stifle development.

This blog post reveals the ugly truth of mid-year OKR updates. Changing OKRs too often means they lack accountability, lower morale and stifles development.

Mid-Year OKR Updates: The 10 Biggest HR Challenges

OKR Updates The Dos and Donts

Read on to find out the ugly truth of mid-year OKR updates - and how to tackle this!

# Top 9 Challenges of Mid-Year OKR Updates

1.	Not everyone adapts to change as well as others
2.  You risk side-lining ambitious targets
3.	You’ll spend more time planning than taking action
4.	OKRs may lack accountability
5.	OKR updates might prevent employees from developing
6.	Too frequent changes lower morale
7.	OKR updates can be too hierarchical
8.	You’ll confuse OKRs with tasks
9.	You’re less likely to monitor goal progress 

Mid-Year OKR Updates: The 9 Biggest HR Challenges

## Introduction to OKRs

[OKR](https://www.peoplegoal.com/glossary/objective-key-results) (Objectives and Key Results) is a goal setting methodology that creates team [alignment](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) and engagement around measurable goals. OKRs are used by a [range of disruptive tech companies](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success) such as Google, Intel, Spotify and Airbnb to connect teams and individuals to the wider company mission. The process involves defining a broad objective and several measurable key results that track progress.

Simply put, an objective describes __what is to be achieved__. It should be concrete, concise and (ideally) inspirational. A key result describes the __measurable steps needed to accomplish the objective__. They are quantitative statements that measure the progress towards the objective.

As Marissa Mayer, former Google Vice President, said:

> It's not a key result unless it has a number

At the end of a given time period, typically every quarter, there is a [check-in](https://www.peoplegoal.com/blog/check-ins-performance-reviews) between the employee and manager to track whether the key results are fulfilled or not.

## OKR Philosophy

OKR can be distinguished from other goal setting methodologies by its [unique philosophy](https://www.peoplegoal.com/blog/objectives-and-key-results). OKRs are never tied to compensation, like salary or bonuses. They should be ambitious and aspirational, and push employees beyond the threshold of what seems possible.

- __Agile:__ OKRs are frequently set, tracked and re-evaluated. By using shorter goal cycles, companies can pivot quickly and respond to change.
- __Measurable__: Progress is measured by quantifiable key results.
- __Multi-directional alignment:__ OKRs align both top-down as managers set team objectives, and bottom-up as individuals align their goals directly to the company objectives.
- __Transparent:__ OKRs should be publicly available to the entire company. All employees should be able to see their colleagues's OKRs, even their CEO's.

___Find out more about OKRs by reading our [Essential Guide to OKRs](https://www.peoplegoal.com/guides/okrs)___

## Benefits of using OKRs

1. Everyone is working towards the same result
2. Teams are focused and aligned
3. Increase transparency
4. Empower your employees
5. Objectively measure progress
6. Accomplish the unexpected

![Objective Key Results Benefits](//images.ctfassets.net/6g4s9n00xmsl/1rAaL48EQGa3ym2iKWK2Mh/1ed8fd6f1079eee4d216fa379524f7da/benefits_of_using_OKRs.png)

## OKRs: The Google approach

Although this unique approach to goal setting was invented by Andy Grove whilst working at Intel, it was popularized by John Doerr when he brought OKRs to Google in 1999. It drove Google's growth from 40 employees to more than 60,000 today.

The process is as follows: at the end of every quarter, employees set their OKRs for the next quarter, and then after six weeks they meet with their managers and give a progress report using a traffic light grading system. Green light means good to go, yellow possible danger and red, I'm having serious issues. 

#### John Doerr recommends:

- Maximum 5 Objectives with 4 Key Results
- 60% + should be bottom up
- Mutual agreement between managers and employees
- Not used for performance evaluation
- 60-70% "grade" is good, less than 40% is bad
- Only continue to work on incomplete key results if they are still relevant

## Setting OKRs with PeopleGoal

Now we will show you how easy it is to set up OKR with PeopleGoal. In our OKR App we have simplified the process for teams, whilst enabling both bottom-up and top-down alignment in accordance with John Doerr's methodology. In our opinion, this is the __most efficient way__ to create team alignment and [engagement](https://www.peoplegoal.com/blog/employee-engagement-for-remote-workers) through agile goal setting.

[The OKR process starts with the leadership team](https://www.peoplegoal.com/product/okrs-software), who set the company objectives for a given period of time, typically quarterly. Then, team leaders can align their team's objectives to the company objectives, whilst allowing individuals to set their own Key Results __(top-down approach)__. Alternatively, individuals can set their own OKRs with their manager and align them to the company OKRs __(bottom-up approach)__. Once alignment is complete, the tracking process begins and individual contributors share their progress towards their objectives and assess how likely they are to achieve their OKRs.

### OKRs at a glance

PeopleGoal gives employees, managers and admins a __high level of visibility__ over the OKR process. Depending on the access rights decided by the account admins, users will be able to see their individual, colleague's, team's, or even the entire company's OKRs. Account admins can decide what information is displayed on the app homepage, such as objective title, alignment, status and percentage completion.

![OKRs](//images.contentful.com/6g4s9n00xmsl/ztgjkbPoxtnEDIJFJPiU2/ca8e23f29cc53a8d1126cf98ed6189af/OKRs.png)

We will now show you just how simple it is to set both top-down and bottom-up OKRs with PeopleGoal.

### Step 1: Create an OKR

First of all, click __'New OKR'__ from the app homepage, and then select __'New Draft OKR'__. Enter a short title for your objective (this can be edited later), and then select what type of OKR you want to create. 

- If you are a team leader and you want to create a new team OKR, select __Yes__ and then __Team OKR (Top-down)__
- If your team leader has already assigned a team objective, select __No__ and then __Team OKR (Top-down)__
- If you are an individual and you want to create a new individual OKR, select __Yes__ and then __Individual OKR (Bottom-up)__

Once you have selected the correct option, click __'Create OKR'__.

![welcome to okrs](//images.ctfassets.net/6g4s9n00xmsl/5TFK8mYhuJTPjQCvgLafIh/005108047c0a08b1ca61ad1840c2f334/welcome_to_okrs.png)

### Step 2: Define the Objective and/or Key Results

Depending on what type of OKR you are creating (top-down/bottom-up), you will have different options at this stage. 

- If you are an individual creating a bottom-up OKR, you will need to fill in all of the details.
- If you are a team leader creating a top-down OKR for a team, you will not need to set any Key Results as these will be set individually.
- If you have been assigned a top-down OKR by your team leader, you will only need to fill in the Key Results.

Once you have filled in the form, click __'Submit to next state'__.

![OKR details explained](//images.ctfassets.net/6g4s9n00xmsl/6RhjF2TwMEQ72RZ1E9A5ff/03180c38b309efba52040fdfc6f74ab6/OKR_details.png)

___NB: This form can be customized to capture further information in line with your requirements. Take a look at how account admins can edit app elements in PeopleGoal [here](https://www.peoplegoal.com/support/article/apps#edit).___

### Step 3: Track Individual progress

You can view and make updates to your progress at any point by selecting it from the app homepage. You will be able to see the OKR details, mark your percentage completion towards your objective and add a status update, 0-30% = red (off track), 40-60% = yellow (at risk) and 70-100% = green (on track). Make sure to click __'Save changes'__ to lock in your updates. Once the OKR cycle has ended, click __'Submit to next state'__ to close the objective.

![track new progress](//images.ctfassets.net/6g4s9n00xmsl/5MDqS83wKKJdSER0Gdn6Py/5121184680ed77aeeedfcf4bdbaafde5/track_new_progress.png)

### Step 4: Track Team progress

You can get a snapshot of your team or company's performance by going to the reports dashboard under the data tab. What you see here depends on your access rights and what dashboards have been created by the account admins. Below is a sample report showing information about the entire company, this can be filtered by department, team or even by individual.

![OKRs reporting](//images.ctfassets.net/6g4s9n00xmsl/3b0FIAT6ENlF6ZewsUHDfp/059066c4e43934a5ad86903f42a285ca/OKRs_reporting.png)

___NB: This report can be customized further to track the KPIs most relevant to your organization.___

---

## Next steps:

- If you would like to integrate the OKR app with regular performance check-ins, have a look at our [Check-ins app](https://www.peoplegoal.com/app-store/template/check-ins-1on1).
- Need help setting up OKR at your organization? [Book a demo](https://www.peoplegoal.com/book-a-demo) with PeopleGoal today and chat to one of our OKR experts.

Objectives and Key Results are used to boost alignment, engagement and performance. We look at Google's use case and show you how to set and track OKRs.

We will show you how to create and track OKRs like Google to create alignment, boost engagement and drive performance.

How to Set and Track OKRs in 2021

how to set and track OKRs

Leverage the power of Objectives and Key Results (OKR) to create alignment, boost engagement and drive performance.

CEO Andy Grove came up with the [Objectives and Key Results](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success) system. He said there were 2 questions to ask when designing shared company goals:

__1.	Where do I want to go?__ 

__2.	How will I pace myself to see if I am getting there?__

__Objectives__ are our __vision__ for the company – our desired destination. __Key results__ are how we get there, and track our progress along the way. 

![Objectives and Key results definition](//images.ctfassets.net/6g4s9n00xmsl/4drJaaf0Ime8CllpBo9KmB/694a063c981f130b74fa33508c849ccb/Objectives_and_Key_results_definition.png)

---

## What are Objectives and Key Results?

Objectives and Key Results allow businesses to align company-wide, team and individual targets. They break down broad company objectives into smaller, actionable key results. 

It is based on traditional [‘management by objectives’](https://www.investopedia.com/terms/m/management-by-objectives.asp) , but makes progress more quantifiable. Key Results must always be measurable. Google uses a scale of __0.0-1.0__ to track progress towards Key Results. 1.0 translates to a completed result, __and 0.6-0.7__ suggests excellent progress. 

Managers should not equate OKRs to [performance indicators](https://www.peoplegoal.com/blog/key-performance-indicators). Instead, OKRs support remote workers by highlighting their progress towards goals. Where a lower Key Result score is reached, more time or resources may be required.

---

## What are the benefits of Objectives and Key Results for remote teams?

Falon Fatemi, CEO of Node, writes that the [benefit of OKRs](https://www.forbes.com/sites/falonfatemi/2016/08/31/want-to-set-goals-like-google-use-okrs/?sh=bf18bd42b8e4) is their ability to boost morale:  ‘By making time to celebrate the milestones, we create the camaraderie needed to tackle ambitious goals.’

When we are [working from home](https://www.peoplegoal.com/blog/create-a-winning-work-from-home-company-culture), we often complete our tasks in a bubble. We may be unaware of how our work dovetails with important company targets.

[Objectives and Key Results improve motivation because they highligh](https://www.peoplegoal.com/product/okrs-software)t __steps forward__. They give teams the opportunity to __celebrate progress__ – however small – towards a goal. As remote employees struggle with work-life balance and productivity, it can be reassuring to mark these positive steps.

Objectives and Key Results also  bring much needed structure for remote teams. The OKR framework requires teams, managers and employees to __check in__ with each other regularly. Not only does this help teams work towards their goals, it [improves collaboration](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely), as employees work towards shared targets.

![Objectives and Key Results purpose for team members](//images.ctfassets.net/6g4s9n00xmsl/2h2YTNunW7c30FfhocAhuT/ecbd08524766ba428d4395a3dd587de0/Objectives_and_Key_Results_purpose_for_team_members.png)

---

OKRs also give the gift that keeps on giving – purpose. Organizational psychologist [Wendy Ulrich](https://www.forbes.com/sites/rodgerdeanduncan/2018/09/11/the-why-of-work-purpose-and-meaning-really-do-matter/?sh=de17fd968e18) says that ‘People find meaning when they see a clear connection between what they highly value and what they spend time doing.’ When managers make it clear that an employee’s efforts are translating into company results, they are more likely to  feel this connection.

CEOs who create __inspirational objectives__ for their company also create more meaningful work for their employees. __Stretch goals__ challenge us, and when we are challenged in a friendly environment, employee satisfaction often improves.

> By making time to celebrate the milestones, we create the camaraderie needed to tackle ambitious goals.

--- 

## How to write Objectives and Key Results

Start with your __Objectives__. This is your __final destination__ – your vision of where you want the company to be in the future. Usually these are planned before the start of the year or quarter by the CEO. 

Objectives should be __inspiring but realistic__. A [company-wide objective](https://www.peoplegoal.com/blog/okrs-for-better-strategy-alignment) provides the inspiration for all other objectives – so make sure it is relevant for every team and employee. 

Each company level (company-wide, team, employees) should set between __3 and 5 objectives__. Less is more – too many objectives will confuse employees and hinder goal alignment. 

Prioritize inspiring employees – with a broad vision that everyone can work towards. __Make it fresh__, and avoid phrases such as ‘Continue doing x’ – company-wide OKRs should be about challenging teams to go further.

For example, your company objective might be ‘Launch our new app by the next quarter’. 

Sometimes __statistics-free__  objectives  pay off. For example, you might have the objective ‘Make our customers love our product’. At a first glance, this seems vague. However, objectives are supposed to clarify a wider vision. Customer satisfaction is an area that all teams can work towards – and your key results can lay out the steps to get there.

__Objectives should:__

-	Be finite, e.g. ‘by the next quarter’, and specific, ‘expand our services to France’

-	3-5 objectives per organizational level

-	Inspiring and inclusive of all teams

-	Don’t be afraid to make it broad – if this will make it clear for your teams

### Key Results 

If your company-wide objectives are the final destination, your key results are the __stepping stones__ that take you there. Each key result should directly lead towards an objective.

Write about __3 results per objective__. Key Results should be more concrete and measurable than the objective. For example, ‘Launch a chat service on our website’ helps move towards the objective to improve customer satisfaction.

Key Results should be ambitious but not impossible. During remote work, many employees have reported [burnout](https://www.peoplegoal.com/blog/work-burnout). The lines between work and home are more blurred than ever. With realistic and actionable key results, you can support your staff. 

Break down Key Results if needed, and review them frequently - celebrating each win. Employees feel motivated as they make steps towards those big objectives.

![Objectives and Key results employee engagement](//images.ctfassets.net/6g4s9n00xmsl/5ZoCVVZ8xrlq7aAYK4M2I8/323ed9b9fc0c4a880d19c680074f0207/Objectives_and_Key_results_employee_engagement.png)

---

Below we look at some examples of OKRs during remote work that can help support your employees – and keep teams on track.

## OKR examples

__Objective:__ :‘Create a strong work-from-home company culture’

__Key Results:__ 

-	Virtual manager town halls scheduled once monthly

-	[Daily check-ins](https://www.peoplegoal.com/blog/check-ins) to improve communication

-	Achieve a Pulse score of 8+ in employee surveys

__Objective__: ‘Boost the number of qualified leads we interact with’

__Key Results:__

-	Launch email marketing campaign with 30 contact points a day

-	SEO optimize 100 pieces of content marketing

-	Improve website hits by 15% by next quarter

These examples support employees as they __link daily tasks to wider company goals__. Managers can assign tasks to ensure everyone buys in to team and company objectives.  

![Objectives and key results example](//images.ctfassets.net/6g4s9n00xmsl/5hRujI8SwHQcMVu6SxADnq/9053b190958148c284049eedd420f4fe/Objectives_and_key_results_example.png)

---

## The OKR process: how to get started during work from home

You may have used OKRs before – and are now wondering how to translate the process to remote work.

Communicating OKRs happens differently in the remote environment. HR leaders must be more intentional about carving out time for employees to arrive at individual and team goals. 

The key is to plan the process well in advance, and communicate your progress widely. 

---

### 1 ) Educate company-wide on what OKRs are and how they support company success

It is especially important to highlight the benefits of OKRs to managers. Managers will be responsible for tracking progress towards team OKRs. 

Organize a meeting where you explain how OKRs work, and why they will support company success.

Also ensure you have executive buy-in for an OKRs process. Objectives set by the CEO carry weight for managers and employees- and are more likely to drive long-term changes. 

---

## 2) Brainstorm company OKRs together with executives and managers

Make sure you provide guidance to executives and managers as they draft company and team OKRs. Are their objectives realistic, inspiring and finite? Are their key results measurable, time bound and actionable?

CEOs tend to announce company objectives in December, just before the new year, so ensure you set aside time to support this process. Employees  value having a clear focus as they move into a new year or quarter- they can start thinking about how to align their [professional development goals](https://www.peoplegoal.com/blog/personal-development-objectives) moving forwards.

![Objectives and key results manager training](//images.ctfassets.net/6g4s9n00xmsl/6UammcxYWQfVOTKKwD0D07/66c0e3352ce27d621be0d1d3e7cdaeb6/Objectives_and_key_results_manager_training.png)

---

### 3) Create a system for organizing the process 

In normal times, organizing OKRs across an organization is an unwieldy task. During remote work, it can be a headache! Consider [using software](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) to streamline the goal-setting process and schedule one-on-one meetings where necessary. 

Internal social media can also support OKRs during remote work. This can make your goal setting more visible for your teams. 

### 4) Schedule meetings with managers to arrive at team objectives

Team objectives are the building blocks towards achieving company objectives. Ensure team objectives and company objectives are closely aligned. 

You can also set deadlines for managers to complete their team’s goal setting to ensure they stay on track.

![Objectives and key results actionable objectives](//images.ctfassets.net/6g4s9n00xmsl/5Pukpieho2pc9Fs9jwxXgS/fd59dd9828661dad675abaaa0a24fc33/Objectives_and_key_results_actionable_objectives.png)

---

### 5) Virtual one-on-ones between employees, managers and HR professionals to draft personal development goals 

You cannot set OKRs without __consulting employees__. Ask them what is a realistic time frame within which to complete their goals. Ask managers what their priorities are for the next year/quarter.  

Individual goals or team goals do not always align perfectly with company-wide targets. These goals are instead __‘directionally aligned’__ to the company’s objectives. 

Try to think creatively about what will best motivate the team and action better results. This often works better than artificially aligning goals to company targets. 

---
### 6) Present finalized team and company OKRs in an all-hands meeting

You have carefully compiled OKRs from every team, individual employee and executives. Now you need to communicate these objectives and the plan to achieve them.

A virtual all-hands meeting raises awareness of [OKRs](https://hbr.org/2020/12/use-okrs-to-set-goals-for-teams-not-individuals) across the company. This is key to making OKRs stick – so that they inform [employee development](https://www.peoplegoal.com/blog/effective-employee-development-plans) and company progress. 

Draft a presentation – highlighting company objectives first. Make it __inspiring and memorable__, so that employees working from home have a strong sense of what their __priorities__ are. 

Publicise OKRs somewhere that employees will see them regularly – whether that’s on an HR software dashboard or internal social media. Remind managers to set tasks relevant to the Key Results they are aiming for. This is critical for organizational growth and [employee development](https://www.peoplegoal.com/resources/webcasts/employee-development). 

![Objectives and key results communications](//images.ctfassets.net/6g4s9n00xmsl/6F9DLXVc9QnYqODOXqaNzO/8325f9bfcba06d9447312434a18f60f5/Objectives_and_key_results_communications.png )

---

### 7) Managers follow up on team and individual objectives and key results

OKRs only work if they are reviewed regularly. Make sure managers celebrate the __small wins__ – and especially whenever a Key Result is reached! 

---

## Objectives and Key Results help remote teams aim high

[Objectives and Key Results](https://www.peoplegoal.com/guides/okrs) provide a __roadmap__ for your remote workers. They enable us to visualize where we want the company to be in the future, and to visualize the role we can play in achieving that.

OKRs provide a cure for many [remote work](https://www.peoplegoal.com/guides/remote-work) roadblocks - improving employee motivation and collaboration, as goals are aligned across a company. PeopleGoal has a OKRs app in its App Store that allows you to automate the goal-setting process. Why not [book a demo](https://www.peoplegoal.com/book-a-demo) today to find out more? 


Objectives and Key Results (OKRs) support remote teams: they promote collaboration and productivity. Find out how to use this disruptive goal framework.

Objectives and Key Results support remote teams: they promote collaboration and productivity. Find out how to boost business outcomes with this goal framework.

Objectives and Key Results: The Key to Remote Work Success

Objectives and key results for remote teams

We provide the what, the why and the how to Objectives and Key Results. Find out how remote workers can benefit from goal alignment.

Objectives and Key Results: The Key to Remote Teams’ Success

An [OKR](https://www.peoplegoal.com/glossary/objective-key-results) is a popular goal management framework that helps companies implement and execute strategy. It helps create alignment and engagement around measurable goals. Introduced and popularized in the 1970s by Andy Grove at Intel, it has since spread throughout companies as a way to help employees understand and be engaged with a company's strategic initiatives.

Objectives and Key Results include a number of steps that help employees prioritize, align, measure progress and [the outcome of their efforts](https://www.peoplegoal.com/glossary/goal-setting). OKRs help companies bridge the gap between strategy and execution and move from an output to an outcome-based approach to work.

In this article, we will review how you can [smoothly roll-out the OKR framework](https://www.peoplegoal.com/blog/effective-people-strategy-in-2020) in your company. 

---

## The Main Benefits of OKRs

When establishing a clear route to attaining long-term company objectives, set up an OKRs process that cascades from the biggest to the smallest scale. Through this, we can facilitate more clarity across your organization. Creating a structure that allows all team members to recognize how their efforts will contribute to achieving goals at company levels will lead to better [employee engagement](https://www.peoplegoal.com/glossary/employee-engagement) and more motivated employees.

In order to better understand the effectiveness of using the OKR methodology, we will break it down and discuss its three main benefits. Each of these aspects will illustrate the significance of incorporating OKRs into your [performance management process](https://www.peoplegoal.com/product/performance-reviews-software). Additionally, they will each portray how incorporating forward-thinking approaches in HR to goal setting can ensure the most inclusive and [collaborative team structures](https://www.peoplegoal.com/glossary/social-collaboration). 

### Agility

Our analysis of OKRs begins by looking at the importance of an agile approach to goal setting. [Agile HR](https://www.peoplegoal.com/blog/agile-hr) has quickly become a key player in determining how organizations coordinate their teams and team members. An agile approach comprises a dense structure of empowered teams that looks to maintain high standards of [alignment, accountability, transparency and collaboration](https://www.peoplegoal.com/blog/performance-management).

Incorporating an agile approach into your organization's goal-setting will enable more employees to recognize and understand their responsibilities. Setting good OKRs can become a [swift and efficient process](https://www.peoplegoal.com/blog/how-to-set-clear-goals-for-your-team). As opposed to waiting for weeks or months for feedback on previous performance and goal fulfillment, keeping internal reports on daily activities and requirements will provide [comprehensive people analytics](https://www.peoplegoal.com/glossary/what-does-agility-mean-for-hr). Through implementing a better-informed approach, the OKR process can keep up with the sudden changes in the market.  

Agility is an ability to adapt and pertain to [flexible solutions](https://www.peoplegoal.com/blog/remote-work-best-practices). Since processes can regularly change, there is no absolute best practice. Consequently, by promoting regular reporting and feedback - OKRs can be informed to ensure that people are working towards relevant and ambitious goals. Teams and individuals are better aligned and as such, will be better engaged.

Additionally, with this more fast-paced and retrospective approach to performance, employees are encouraged to be more experimental. OKRs can provide the guidelines for performance, whilst also promoting the great potential for [learning and understanding](https://www.peoplegoal.com/glossary/learning-management-software-and-systems) from these results.

![Agility of OKRs](//images.ctfassets.net/6g4s9n00xmsl/4Mc7XhAz13IMTrSc1ZtLZj/9cd9f4cf202b46685b46c0e65119561f/Agility_of_OKRs.png)

### Transparency

Moving on to [transparency](https://www.peoplegoal.com/resources/policies/equal-employment-opportunity-policy) and the importance of establishing clear and effective means of communication. __Greater transparency leads to greater success__. By keeping all team members on the same page, organizations can promote better-informed communication and more regular collaboration.

Through creating openness between employees and managers, there is a greater propensity towards [more trusting relationships](https://www.peoplegoal.com/blog/team-leadership). With OKRs, this is seen through demonstrating recognition for the importance of each individual's quarterly objectives. It is the responsibility of leaders to demonstrate their consideration for others, leading by example and communicating in an open manner that they fully support this process.

After all, the OKRs process is unsustainable without some indication of the wider objectives of an organization. More effective communication is vital to the efficacy of [setting OKRs and KPIs](https://www.peoplegoal.com/glossary/key-performance-indicators-kpis) and resultantly, the success of any team. Promoting the expectations for communication will clarify how you intend for team members to collaborate in attaining their KPIs and key results.

Moreover, providing employees with a [regular channel for communication](https://www.peoplegoal.com/blog/workplace-communication-can-suffer-when-individuals) will make them feel more valued and therefore, encouraging a returned feeling of trust. For lack of a better phrase, honesty is the best policy.

### Employee Engagement

It is a well-known fact that __engaged employees are significantly harder working__ and more involved with their work than disengaged employees. Higher levels of employee engagement lead to an increase in [productivity](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist), the quality of work and the retention of top talent.

OKRs and engagement intertwine to [inspire great employees](https://www.peoplegoal.com/blog/great-employee-relations-in-the-remote-workplace). Through presenting goals in a clear and meaningful manner, the use of OKRs enables employees to better understand their purpose and recognize their contributions to the organization. With greater clarity as to the direction and intentions for your team members, this will inspire [more motivated and engaged employees](https://www.peoplegoal.com/blog/work-quotes-for-monday-morning).

Through the OKRs process, it becomes far easier to measure and inform performance reviews. With a system to track progress on the completion of defined goals, these time-bound measures will highlight an individual's performance. By ticking off key results, OKRs can be used to observe levels of employee engagement. [Aligning performance](https://www.peoplegoal.com/faqs/can-i-align-goals-to-company-objectives) with engagement is beneficial to inform future OKRs and setting goals that are attainable whilst also ambitious.

85% of HR executives consider employee experience and engagement as a valuable metric, but [only 24% are prioritizing the quality of experience](https://www.hrtechnologist.com/articles/employee-engagement/employee-engagement-statistics/) in the next couple of years. Evidently, this juxtaposition between the intentions and desires of HR executives is unsustainable. Setting some key results to boost employee engagement can go a long way.

[A top-down commitment](https://www.peoplegoal.com/blog/workforce-planning) to engagement as a culture will encourage a tremendous communal belief in the OKR system. When all team members approach their goals with a similar mindset, this promotes unity and a shared commitment. The purpose of employing OKRs is to better align your workforce.

This goes beyond performance objectives and encapsulates the essence of [stimulating employee engagement](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement). In this way, the OKRs process has the power to illustrate opportunities for collaboration and can highlight further routes to becoming an evermore productive organization.

![Gallup on Absenteeism](//images.ctfassets.net/6g4s9n00xmsl/1iAsAHfLW5h2Xp92KPoh9m/99b8ff6d048ebfcf506e52608e33feef/Gallup_on_Absenteeism.png)

---

## How to make OKRs work at your company

Now that we've covered the main benefits of OKRs, we can go on to explain how to implement the [performance management process](https://www.peoplegoal.com/resources/whitepapers/modernising-performance-management-process) with your organization. Important in any phase of [change management](https://www.peoplegoal.com/glossary/change-management), your approach to how you roll out a change in goal-setting methodology must be well planned. You must look to demonstrate the effectiveness and reasoning for the change in order to promote cooperation.

By following the steps we have listed here, you can develop a better appreciation for how to instigate the start of your OKRs process. It's not rocket science, all that is required is a clear plan that can facilitate easier implementation for your workforce.

### OKR your OKRs

The first step in your [OKR implementation plan](https://www.peoplegoal.com/blog/how-to-implement-better-employee-performance-evaluation-methods) should be setting an OKR for the plan itself. The process has to begin somewhere, so make the first step part of the process. Set out your objective for implementing the new approach and what your key results will be. 

![OKR your OKRs](//images.ctfassets.net/6g4s9n00xmsl/3Rkc7i2OdJUW2rCGKJZ7Cw/e1388c29c126f3723e25b600cd644c61/OKR_your_OKRs.png)

By following this approach from the beginning of your journey, it will become clear to all how the process should be executed. After all, this process is a matter of setting goals or objectives that are[ defined with the intention of reaching a particular end](https://www.peoplegoal.com/blog/objectives-key-results-are-okrs-really-the-panacea-for-goal-management).

This first OKR will become a great reference point for your employees as they begin to learn how to implement their individual OKRs process. Leading by example will also encourage a stronger appreciation for the effectiveness of changing to this approach. Until your whole team are on board, your OKR process will not be able to fully take off.

### Go Company-wide

[With your plan all put together](https://www.peoplegoal.com/glossary/performance-planning), you can start to initiate the process of explaining OKRs to your team members. Provide everyone with a clear and informative explanation for why you are using OKRs, along with their importance and purpose. This way you have the best chance of reassuring the whole team that you are making a positive change.

Provide plenty of opportunities for employees to ask questions. Encourage them to develop their own understanding of how and why OKRs will be implemented. Look to present your team members with examples of how setting OKRs will facilitate their own work. The message you communicate to employees must be consistent and demonstrate the value of implementing OKRs. 

Ensure that your employees can fully grasp what setting OKRs means for improving their own [performance](https://www.peoplegoal.com/glossary/performance-evaluation) and the performance of the organization. With suitable explanations, providing a better aligned and more consistent goal-setting process will become a desirable and mutually promoted approach for all of your workforce.

### Define Early Adopters/ Late Adopters

Establish a routine for staged implementations of the OKRs. Take a staggered approach to integrate employees into the OKR process. Beginning with leaders or managers, [look to break down the process](https://www.peoplegoal.com/blog/the-importance-of-workforce-reskilling).

Following a staggered approach will make it significantly easier for the HR department to [monitor all OKRs being set](https://www.peoplegoal.com/guides/okrs). Taking the time to gradually implement all OKRs will prevent any errors or issues in setting objectives. When the time comes for the next wave of setting OKRs, this process will be far more fluid, however, it is in this initial setup phase that there are some teething issues that must be observed.

As you bring more and more employees into the process, the alignment of OKRs should become clearer as the latter objectives can be informed and aligned with the wider-scale company objectives. The key results set out by employees can also be monitored to ensure that either they aren't too aspirational or are not aspirational enough. All goals set under the OKR framework can are easily aligned to long-term company goals.

This process of creating an order for the setting of goals is also valuable for instructing employees in their approach to defining their KPIs. Key Performance Indicators coalesce with OKRs to create a strong and precise outline for the key results that an employee will set out to fulfill.

### Set OKR Champions

With a staggered approach, you will be able to designate OKR Champions. They are essentially early adopters who can become internal trainers to facilitate greater ease in setting objectives. Your [OKR Champions](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success) can take on the role of advisor for the remainder of your organization, as more and more employees begin setting their OKRs.

This system of [shared learning](https://www.peoplegoal.com/blog/learn-at-work) will not only facilitate a better informed and smoother uptake of OKRs for later adopters. It can also enable OKR Champions to develop a better understanding of the process for themselves. These internal trainers will become increasingly fluent and knowledgeable about the entire process. When it comes to informing best practices for the next phase of defining [KPIs and key results](https://www.peoplegoal.com/blog/key-performance-indicators), these employees will be best prepared to assist in updating OKRs.

As they are familiar with the rest of their team members, they will also be more effective and efficient in communicating instructions regarding how to set OKRs. Instead of relying on external advice, your employees can work collaboratively to produce more meaningful and relevant results.

![OKR Champion](//images.ctfassets.net/6g4s9n00xmsl/Mf1IEpC8w77uaMynK1UrC/14118762baf66e8ab14e8c7e872438f5/OKR_Champion.png)

### Instill "Servant Leadership"

When it comes to enlisting a new process for [setting objectives](https://www.peoplegoal.com/blog/smarter-goals-setting) and promoting better performance, it is up to the leadership to demonstrate their commitment to realizing their desired outcomes. In other words, in rolling out a new OKRs process, leaders should look to make themselves more available to assist in the transition.

Inviting employees to give [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback), whilst also themselves giving back feedback will produce a healthier feedback cycle. The purpose of OKRs is to enable a safer and more autonomous experience of work. As a result, leaders need to promote this message to their workforce. Each employee is responsible for assessing and setting key results that are stretching goals but also attainable.

As a leader, one must look to demonstrate that __failure is an option__. Instilling a learn from failure mentality will encourage more risk-taking from employees. These risks may not always come off, however, the [potential for learning is invaluable](https://www.peoplegoal.com/blog/feedback-remote-work) and can more than make up for any short-term losses. Making this message clear to employees is crucial and will promote growth in terms of human capital.

### Iterate and Improve

As you come to the end of your implementation process, it is important to review and track the results of your initial OKR (OKR your OKRs). Depending on the success of your first OKR, you can look to make adjustments that may [improve the process](https://www.peoplegoal.com/glossary/performance-improvement) as it continues to roll out.

The OKR process is a [continuous cycle](https://www.peoplegoal.com/blog/employee-performance-management) and so there are always opportunities for learning and development. You should look to regularly assess and adjust your OKRs process as you progress towards your longer-term objectives. Even the most efficient and seamless OKRs process will present opportunities for improvement. Maintaining regular tracking of the process is necessary to [enhance the experience for your workforce](https://www.peoplegoal.com/blog/employee-experience-journey-mapping).

[Gathering feedback from your employees](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees) and [OKR Champions will produce a refined process](https://www.peoplegoal.com/product/okrs-software) that will lead to the construction of a goal-setting process that promotes maximum productivity and employee engagement. Learning from those working first-hand with the process is the most direct route to harness and determine best practices. Regular feedback will enable employees to achieve the objectives they have been set.

![Six Steps to OKR Success](//images.ctfassets.net/6g4s9n00xmsl/7pNDWlKbzU1Fnl7xhmve5F/ffabd3230669731f6c2df87b59b01a81/Six_Steps_to_OKR_Success.png)

---

## OKRs in Summary

The OKR framework can help you [achieve a transformation](https://www.peoplegoal.com/glossary/transformational-leadership) if you are struggling to deploy what you believe to be a solid strategy. On the other hand, if you are a first-starter or your current OKR process is not working as expected, follow these outlined steps to ensure it is successfully adopted.

Better employee engagement and ambitious goal setting will contribute to a more productive and profitable workforce. [Gallup](https://www.gallup.com/workplace/236366/right-culture-not-employee-satisfaction.aspx) report that highly engaged employees exhibit behaviors that result in 21% greater profitability.

Introducing stretching goals or key results that will encourage a learn from failure mentality, you are preparing your employees to push themselves. Promoting a culture that inspires and values top performance is crucial for your organization to boost productivity. With clear guidance, employees can quickly adapt and align to new modes of performance. The most engaged organizations [emphasize the importance of communication](https://www.peoplegoal.com/blog/10-ways-to-increase-motivation-for-a-team), with transparency throughout the OKRs process, this can be readily achieved.

Finding a strategy that allows your organization to align its goals and collaborate to become more productive should be the focus of any team.

Ambitious goals that promote better employee engagement and overall performance will bring your team success. Learn how to achieve this with an OKRs process.

OKRs Process: The Key to Aligning Your Strategy and People

OKRs: Align Your Strategy with Your People the Right Way

George Bernard Shaw wrote that “The single biggest problem in communication is the illusion that it has taken place.” 

Companies sometimes assume that so long as people are clear on the tasks they need to complete, there’s no need to improve their internal communications strategy. 

In fact, employers that seek high [employee engagement](https://www.peoplegoal.com/guides/employee-engagement) and innovation need to think more deeply than this. A company's values should be communicated in an engaging way, on the daily. If managers want to get employees excited about new business opportunities, they should communicate plans, strengths and weaknesses in an open way. 

Remote internal communications poses fresh challenges. When our workforce isn’t in the same physical space, there is less opportunity for [informal communication](https://www.peoplegoal.com/blog/what-is-formal-and-informal-communication) to fill in the gaps of an incomplete internal communications strategy. 

Below are some tips for creating a strategy that communicates business objectives clearly and makes complex workflows more cohesive. 

![Internal Communications for Remote employees](//images.ctfassets.net/6g4s9n00xmsl/2wBgH1qBZmjZqXKVeGcpiP/f604680d23cad4e2a340482fc626c24d/Internal_Communications_for_Remote_employees.png)

---

## What is internal communications? 

Internal communications is the process by which a company communicates to itself- from the C-Suite, to managers and employees. 

Internal communications aims to create __company-wide objectives__ and __build community__. Larger companies may have a dedicated internal communications team. IC communicates and formulate a strategy together with HR. In medium sized businesses, the responsibility will often fall to human resources. 

Internal communications is also about [change management](https://www.peoplegoal.com/glossary/change-management). During the transition to remote work, HR teams drafted up communications strategies. This provided employees with the information they needed to adapt quickly.  

Below we explore how to make internal communications interactive. Modern HR teams go beyond newsletters and weekly round ups in their strategies. 

## Benefits of Internal Communications

Without excellent internal communications, people processes struggle to make an impact. During remote work, they are even more crucial as contact points are challenged. 

Communicating plans clearly means better engagement, as employees feel better informed about HR strategy. It also means HR successes are better communicated - which strengthens your team!

- Improve employee engagement
- Improve awareness of company culture and values
- Boosts communications externally and internally (as teams more cohesive)
- Better outcomes
- Resilient in times of change

---

## Link with learning and development 

Many employees are curious about business opportunities or ongoing deals. They may have ideas to pitch, or would like to learn more about other departments. 

Companies with great internal communications are also companies that [inspire employee](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) [development](https://www.peoplegoal.com/blog/effective-employee-development-plans). 

Employees are able to learn from superiors. This exposure is invaluable, and can [improve employee retention](https://www.peoplegoal.com/blog/employee-retention). 

Sometimes __upskilling__ is required for this. Think about how learning and development programs can inform employees of processes at higher levels of a company. 

For example, Yelp has [‘stretch roles’](https://www.forbes.com/sites/jomiller/2019/02/14/4-rules-for-accepting-a-stretch-assignment/?sh=7f7b5fa3566b). This means they have responsibilities just above their tenure or job specification. This is a great way to communicate what happens at all levels of a company – and shows how internal communications can help employees improve. 

__How to link Learning and Development with Internal Communications__

- Hold 'lunch and learns'
- Organize training that opens up employees to other departments and company levels
- Create a culture of openness and transparency
- Avoid silos
- Encourage employees to share their views

![Definition of Internal Communications](//images.ctfassets.net/6g4s9n00xmsl/5UnWMmfyKPBUbptxHHB06o/5091345b74711ae19207101a4bfb46b1/Definition_of_Internal_Communications.png)

👉 [Click here to listen to our webcast discussing the best employee development initiatives to implement in 2021](https://www.peoplegoal.com/resources/webcasts/employee-development)

--- 

## Ensure managerial support for internal communications strategy 

Managers are key to great communication in the workplace. Where possible, involve them in the process of producing and delivering messages. 

Make sure they have the __resources__ they need to carry out a communications plan. Provide training for any social technology used. 

__Internal Communications: The Role of Managers__

- First port-of-call for many employees
- Make communications relevant to specific teams
- Raise awareness through daily check-ins and one-on-ones
- Use a range of communication channels, intranet or Slack, to highlight areas of focus
- Motivate employees towards objectives
- Set actionable tasks towards business goals

---

## Use technology to overcome the distance 

Social technology was key to internal communications well before the pandemic. Now, it is crucial. 

[Intranets](https://www.cmswire.com/digital-workplace/90-of-intranets-fail-5-reasons-the-intranet-industry-needs-a-change/) are becoming outdated. As we scroll through years of tabs and folders, employees often can’t find the information they need easily. 

Employees are accustomed to __communication in real-time__ – through instant messaging or discussion boards. Try to emulate this in your communication technology. [Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) can be great for quick, regular communication.  

__Internal social media__, such as Workplace by Facebook, can be a great investment. According to Reuters, 46% of companies are planning to invest more in collaboration technology. Try to be creative about how you use these networks. 

__Things to bear in mind with internal social media__ 

- Use discussion boards for brainstorming ideas 

- Use for social discussions to tackle isolation – from favorite movies to lunch break ideas 

- Do not allow hate speech or inequitable use of social media 

- Run polls for insight from employees 

![Collaborative Technology for Internal Communications](//images.ctfassets.net/6g4s9n00xmsl/2kTlnPeVr003VDJiWNRHNm/de3c874e6994e472c8df204f4a229975/Collaborative_Tech_for_Internal_Communications.png)

---
## Ensure that two-way communication is possible

Great [internal communication](https://www.peoplegoal.com/blog/how-to-improve-internal-communication) is not just top-down. Employees at all levels should have an opportunity to respond. Whether through discussion boards or employee surveys, encourage employees to speak up.

There are many benefits to this. Firstly, it ensures employees are __actively involved__ in communications. Participation is key to making an impact. Secondly, it makes communications __responsive__, ensuring it is relevant to the current needs of the company.

Employees should always have channels through which to __voice concerns__. 

__Creating opportunities for two-way communication__

- use employee surveys to guage employee sentiment 
- daily check-ins in which managers ask employees for their perspective
- discussion boards on internal socal media
- opportunities for employees to give 'recognition badges' to their colleagues on internal social media
- create a culture of open communication - where no problem is too small

---
## Keep it fun and compelling 

Employees and managers are often too engrossed in their daily tasks to make time to follow internal communications. 

By making it fun and compelling, your more likely to improve engagement. It’s also important that internal comms __starts a conversation__ – this is always a good sign that IC is hitting the right key. 

[B.C Pension’s podcasts](https://www.ragan.com/awards/employee-communications-awards/2017/winners/podcast/) “A Table with Laura” and “Staff Cast” are a great example of this. “A Table with Laura” is CEO focused, whereas “Staff Cast” is employee driven. It's important for executives to be transparent and build trust. But employees should also have a space they can __take ownership__ of. 

In times of change, this is key. Make sure __all company levels__ are engaged in the discussion about change – whether it’s a new [HR software](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) or a transition to remote work. 

It all starts with a __clear message__. Think about __affect__ - CIPD recommends that HR/ IC ask itself ‘what do you want the audience to think, feel or do as a result?’. 

Don’t try to fix everything at once. Is there a particular value your organization stands for? For example, you might hold an ‘Inclusive Workplaces’ week, in which you ask employees what an inclusive workplace means for them.

__Tips for great internal messaging__

- Think about __affect__ – how to make employees see meaning and purpose around your message 

- __Build community__ around your message, e.g. through virtual lunch and learns, discussion groups 

- Start a conversation 

- Allow employees to __take ownership__ of the process, whether by offering feedback or having a voice in how sessions are run 

- Use all the technologies at your disposal 

- Keep messaging focused, e.g. on a single value or project 

## Use a range of methods for internal communications 

Not all of us are social media buffs. Some people prefer more [one-on-one](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) forms of communication. By making the strategy clear to managers, they can highlight key points in virtual face-to-face meetings. 

__Manager town halls__ or Q&As can also be a great way to communicate relevant, timely information. In times of change, leaders should make themselves available. This reassures employees and can provide a clear sense of direction. Town halls can be effective when done virtually.

Use __live webinars__ so that employees can tune in and hear the latest news in a clear, informal setting. 

Project management software can help assign tasks in a clear way, and make a company’s [Objectives and Key Results](https://www.peoplegoal.com/guides/okrs) visible for all. 

The key is to cast the net wide – so that HR can support all employees. 

PeopleGoal have a [Communications Guide](https://docs.google.com/presentation/d/1SKM3m3FUMdWHL0ab4W1NbRuNBRKoEuAYK5lJdP9IAoM/edit?usp=sharing) for HR leaders rolling out PeopleGoal software in their company. It’s a great example of how IC __eases transitions__ in growing organizations. 

__A range of platforms for internal communications__

- Webinars
- Virtual Lunch and Learns
- Internal social media
- Virtual town halls
- Live streams on social media with comments function 
- Train managers for one-on-ones and daily check-ins

![Internal Communications Methods](//images.ctfassets.net/6g4s9n00xmsl/840mJXDH3QqfqwCQVj5gZ/3662993e27235ae95a5e36642618d849/Internal_Communications_Methods.png)

---
## Internal communications are more important than ever 

In the world of remote work, clear, reassuring internal communications have never been so crucial.  HR and IR teams with high-quality strategies create more engaged employees and more cohesive business practices.  

PeopleGoal’s Company Objectives app clarifies company goals, so that everyone has a sense of common purpose. To find out more, [book a demo](https://www.peoplegoal.com/book-a-demo) today.  

Remote work means HR leaders must be intentional about internal communications. Create a strategy that improves employee engagement and business outcomes.

Improve Internal Communications for Engaged Remote Employees

Internal Communications Improve Remote Work

Remote work doesn’t have to be a communications crisis. Find out how to improve awareness of company values and objectives at all levels.

Performance objectives, performance indicators. They sound the same, but most managers will know the difference. Whilst one refers to __goals made for individual staff and departments__, the other is a specific metric used to measure or evaluate the success of a particular area or function within an organization as a whole. Nevertheless, the two are inextricable in that you cannot set one without the other, __the goals you are setting your employees should always be aligned with the company's objectives__ and so using the two together will help you set, __track__, __modify__ and __evaluate__ your business strategies and efficacy. Nevertheless, as businesses grow and gain new departments with new disciplines and even industries, we have __created a comprehensive list of performance objectives and indicators__ for your inspiration; 

![key performance objectives objectives and indcators](//images.ctfassets.net/6g4s9n00xmsl/16lVXhoevfF87DnRNUkjpl/8fe29f7acc164a7506a724f05102b1f6/key_performance_objectives_objectives_and_indcators.png)

## Providing a service 
### 1. Net promoter score (NPS) 
How likely is it, after dealing with that member of staff, that they will recommend your business to a friend?

### 2. Customer profitability score 
How much profit do individual customers bring your business, after deducting the costs of attracting and keeping them happy with advertising, customer services etc.?

### 3. Customer retention (loyalty) rate 
How many of their customers come back for more, how long is their contract with you, do they use all of your services or outsource some of them? 

### 4. Conversion rate 
How many of your enquiries, calls, demos, subscribers and web page views convert into paying customers?

### 5. Relative market share 
How are you fairing in the market against your competitors?

## Measuring and standardizing internal processes

### 1. Capacity utilization rate (CUR) 
Are they meeting their potential in terms of productivity and work output, with the resources they have available?

### 2. Project schedule variance (PSV) 
Are their projects reaching completion on time?

### 3. Project cost variance (PCV) 
Are their projects coming in without going over budget?

### 4. Earned value (EV) metric 
What percentage of the budget did they use? 

### 5. Order fulfilment cycle time (OFCT) 
How long did it take between a customer placing an order, to the product or service being processed, dispatched or delivered?

### 6. Delivery in full, on time (DIFOT) rate 
What is the ratio of orders they completed to the overall order rate? 

### 7. Quality index 
Was the quality of their services as high as your customers are expecting?

### 8. Process downtime level 
How much time do they waste due to downtime, technical difficulties or absence?

### 9. Staff advocacy score
How many recruits have they referred to you?

### 10. Employee engagement level 
How do they contribute to the business's overall goals?

### 11. Human capital value added (HCVA) 
What financial value do they add to the business? 

### 12. 360-degree feedback score 
How well do other staff, at all levels, rate them? 

![performance objectives examples](//images.ctfassets.net/6g4s9n00xmsl/2MpKCuSh45r3RiC8JDC1LV/9c3611719e410fd6b588e60019a837e8/performance_objectives_examples.png)
Source: PWC https://www.pwc.co.uk/services/risk-assurance/insights/measuring-performance.html

_____

## Industry specifics
### The talkers: ASA 
How long are your customers waiting on hold before speaking with that member of staff? Whilst this wouldn’t be a metric that is necessarily measured or monitored in most businesses, call centers, customer support departments and many service industries would. Businesses that have a high call volume from people needing advice and quality customer service may want to use shape performance objectives around ASA (average speed of answer) to incentivize their employees to pick up phone calls faster which can have a massive impact on customer retention and satisfaction. Other examples of performance objectives for call centers include number of complaints or number of compliments put in by customers regarding that employee. 

### The fixers: MTTR
If you are problem-solver at work, or your main duties are to fix broken equipment or software you may use Mean Time to Repair (MTTR) as your performance objective. Depending on the specific product or service, organizations will measure MTTR in different metrics of time, from seconds to weeks. Programmers, mechanics and engineers will all be familiar with this example of performance objective.

### The makers: MTBF
Industries in charge of production and manufacturing know that all of their products will eventually fail, in fact, some even plan for it (cough cough Apple). Nevertheless, regardless of whether a business aims to delay or initiate malfunction, they can implement quality control measures in order to control the mean time before failure (MTBF) and can record this by monitoring the length of time individual products remained in service before facing a problem or failing altogether. Leadership are concerned that products from a specific member of staff, department or team are failing sooner or later than expected, they may want to use this data to set MTBF performance objectives for individual members of staff to realign it with the company objectives.


These performance objectives examples and indicators will help you develop an effective business strategy and help your employees and business grow.

Performance Objectives & Indicators for all Functions

performance objectives examples

Examples of Performance Objectives and Indicators for all Business Functions

Creating a __goal process__ for you and your team sets out the framework for achieving the outcomes of your goals. It also defines not just __what__ you want to achieve but __how__ you're going to get there. Great goals should stretch an individual to realize their potential, and setting out a clear goal process gives everyone __visibility__ of and __accountability__ for your team's targets.

### Why is it important to set goals?

Setting clear goals gives you a roadmap to focus on. Having an idea of what you want to work on is great, but taking the next step to document your goals really helps you to define your intentions. The goal process forces you to assess what exactly it is you want to achieve and to break that down into the actions you need to take to get there. This allows you to build a realistic picture of the time, resources and support needed to achieve your outcomes and to plan effectively. Monitoring goal progress gives you momentum and a clear visual of how you contribute in to the organization's progress, and where you need to push yourself and your team to get the best results you can.

---


## How to Set Up a Goal Process in 6 Steps

With a little thought and planning you can create a goal process to set the direction for your team's progress and get them on the path to success. Here's how to do that in six steps.

![how to set up goal process in 6 steps](//images.ctfassets.net/6g4s9n00xmsl/4sxkCYah0lvEb95EqYOzUj/d55505fe654e5ffe2eaa6b80fe275be6/how_to_set_up_goal_process_in_6_steps.png)

### Goal Process Step 1: Define your goal framework

What type of goals work best for you and your team? A great place to start is with SMART goals. For those setting goals for the first time, the SMART system asks you five key questions that frame your goal in clear, actionable terms:

- How is my goal specific?
- How will my goal be measured?
- Is this goal achievable?
- How is my goal relevant?
- When do I need to achieve my goal?

These attributes give teammates a clear but flexible structure on which to develop their objectives. SMART goals can be used for personal and professional goals that incorporate both qualitative and quantitative measurements.

Another popular goal framework is OKRs (Objectives and Key Results). OKRs asks you to create an outcomes-based objective with three to four supporting key results that set out the targets you need to meet, exceed and outperform your goal outcome. OKRs encourage you to set "shoot for the moon" targets that really stretch and challenge you to deliver your best results.

If you're new to goal setting, our [Essential Guide to SMART goals](https://www.peoplegoal.com/guides/smart-goals) and the [Essential Guide to OKRs](https://www.peoplegoal.com/guides/okrs) will give you everything you need to know about the definition, history and relevance of these goal processes.


![Smart goals defined](//images.ctfassets.net/6g4s9n00xmsl/25esQuuVcl0MtWV2WnjKLh/899d18f67bfc26909d42758feaef5fc0/Smart_goals_defined.png)

### Goal Process Step 2: Decide the timeline for your goal process

You know best what cadence suits your team's workflow. Goals are typically set every quarter, but you can also decide to set new goals every month, every 6 months or every year. For smaller, very defined team targets like sales goals, monthly objectives are great to keep you on track in a fast-paced environment. Longer, more strategic projects require new goals every 3-6 months and professional, skills-development type goals can be set annually. For 6-12 month goals your [one to ones](https://www.peoplegoal.com/blog/how-to-prepare-for-your-one-to-one-meeting-15-points) and check-in meetings become even more crucial to make sure your team is staying on track and keeping their goals on top of mind.

### Goal Process Step 3: Consider company objectives

A good team goal process is all about pulling together in the same direction to achieve common outcomes. [Alignment to the overall strategic objectives of the business](https://www.peoplegoal.com/employee-performance-management/aligning-company-objectives) is the best way to make sure your team's goals are relevant, actionable and meaningful to their role. Successful organizations [cascade their goals down](https://www.peoplegoal.com/blog/what-does-cascade-mean) from strategic objectives through department, team and individual goals and across all functions. If you're not able to do this at the company level, you can still plan out your overall team objectives so that employees have a framework on which to align their personal goals.

### Goal Process Step 4: Set your goals

Time to get those goals down! It's always best for team members to set their own goals to encourage autonomy and self-development. Using the relevant goals framework (SMART goals or OKRs) team members should:

- __Define the goal__. Lay out your goal idea in as much detail as possible.
- __Ruthlessly refine the goal__. Make sure you're focusing on only the most important outcomes. It's tempting to set as many targets as possible while you think of them, but additional detail distracts you from the one clear outcome you want to achieve.
- __Set action steps__. How are you going to achieve your goal? What resources and support do you need to get there? Setting this out in clear terms ensures you're aware of the scope of your goal and can plan properly to keep yourself on track.

If you're not using an online system, make use of our [SMART goals template](https://www.peoplegoal.com/blog/smart-goals-template-word) to document your goal. And if you need some inspiration for what you should be working towards, check out our [Top 10 Performance Goal Examples for 2020](https://www.peoplegoal.com/blog/top-10-employee-performance-goal-examples-for-2020)!

### Goal Process Step 5: Check-in on goal progress

Just as important as documenting your outcomes is to book regular check-ins to evaluate your goal progress and to keep your team on course to achieve their targets. How often you check in depends on the goal process timeline you created in Step 2. Regular check-ins between an employee and their manager are not only extremely motivating, they allow you to address issues as and when they arise, rather than waiting until the end of the year to realize you've gone off track. Combine your goal progress check-ins with a [discussion around 360 feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) to get input from colleagues, mentors and clients.

### Goal Process Step 6: Evaluate and assess your goals

The last step in the cycle is to evaluate whether the goals were achieved or not and to assess what went well and what could be improved. This doesn't need to be done in a formal review - [less formal one on one discussions are just as effective](https://www.peoplegoal.com/blog/one-on-one-discussion). Make sure you tackle why a goal went off track and what needs to be put in place to keep goals on course next time. You can also use this conversation to discuss new goals for the next cycle before you repeat your process again.

---


Get started! Once your goal process is set up and you repeat a couple of cycles you'll see it becomes even easier to set clear targets and keep your team motivated to meet them.

A great goal process gives everyone visibility of and accountability for your team's targets. Establish a consistent approach to support your employees.

How to Create a Goal Process for your Team

how to create a goal process for your team header

A great goal process gives everyone visibility of and accountability for your team's targets.

The dictionary definition of 'cascade' is *"a process whereby something, typically information or knowledge, is successively passed on"*. When it comes to the goals and objectives of a company and its employees, 'cascade' refers to the alignment of these goals across hierarchies. Traditionally this has been done by deriving employee goals from their manager's objectives from the top down, along the reporting lines, but it's far more effective to cascade the organizational goals across business units.

## What does 'cascade' mean traditionally for goals and objectives?

The original idea of cascading objectives sought to align everybody in the company around a common strategy, from the top down. The CEO, CFO and founders began by setting their goals for the company. Senior management then used those goals as a basis for setting their own objectives, and the exercise continued down through middle management all the way to the workers. While in theory this does drive everyone in a common direction, in reality if you focus on the personal goals of each individual it becomes a long game of broken telephone. There are a couple of issues with this strategy:

- Nobody has visibility of the goals that are two or more levels above or below them, so they don't know exactly how their role fits into the broader company strategy. Their personal objectives are based on their manager's goals only.
- The entire process just takes too long. If you have to wait for every single level of the organization  above you to meet, discuss the outcomes and set their personal targets before you can even start your own, you'll miss the boat on getting anything done.
- The exercise is so rigid and time-consuming that the C-Suite especially becomes reluctant to update their goals and start the whole cycle again. Goals stagnate, are not updated and become irrelevant to the actual working strategy of the company.

## What does 'cascade' mean for organizational goals these days?

A better term for cascading objectives is __goal alignment__. Having a system of flexible objective alignment across business units rather than personal goals allows you to implement those ideas of a unified strategic plan, open communication and personal accountability in a much more dynamic way.

![What does cascade mean in terms of goals and objectives](//images.ctfassets.net/6g4s9n00xmsl/2dMIa84zVyu1JWjkWapKzq/c43da8002e834edb3cb554e53a1589da/what_does_cascade_mean_goals_peoplegoal_blog.png)

With goal alignment, whether you're using [SMART goals](https://www.peoplegoal.com/guides/smart-goals) or [Objectives and Key Results](https://www.peoplegoal.com/guides/okrs), you still begin with the leadership team deciding the strategic objectives of the business for the next one to three years. These goals are then split up between the departments, org units, and teams that support a specific organizational goal area, rather than through the managerial lines. Objectives are cascaded down through the organizational levels where appropriate, but individuals can also align from the bottom up - meaning they can skip levels and align just to a department goal, or directly to a company objective when that's relevant for them.

---


> Learn more about [aligning company objectives](https://www.peoplegoal.com/employee-performance-management/aligning-company-objectives) and [managing organizational goals](https://www.peoplegoal.com/employee-performance-management/goals-overview) on PeopleGoal.


---


There are many benefits of this small change to the idea of cascading goals:

- __It allows for more autonomy for employees__. Not every employee's goal aligns neatly to their manager's objectives, so the traditional approach left many workers feeling like their goals were irrelevant. Allowing employees to set their own goals that align to any of the team, department and company objectives gives them a clearer idea of where they fit into the broader organizational strategy. This also promotes big-picture thinking and an open conversation between an employee and a manager about where they can really contribute.
- __Visibility of the actual company direction is a lot more clear__. The strategic business objectives need to be published to everyone in the company and constantly referred back to. This ensures that everyone is steered in the right direction without having to endure endless meetings and time spent digging for the right information.
- __The system itself is a lot easier to manage__. Everyone is responsible for their core area that contributes to the bigger strategy. When you spend the time to create a culture of open conversation and set aside time each quarter for making goal updates, you create a feeling of accountability across the organization.

Not all classic performance management techniques are wrong, but just because they're there doesn't mean they don't need updating. Just asking the question, "What does cascade mean?" has led many businesses to make small changes to outdated ideas that really serve to engage employees and boost motivation - exactly what good goal setting is supposed to do.

Cascading goals is a long-recommended performance management strategy, but what does cascade mean for the organization and its employees?

What does 'cascade' mean in terms of Goals and Objectives?

What does cascade mean in terms of goals and objectives

What Does Cascade Mean

Effective managers set goals for the workers they supervise. Goals have a number of beneficial effects:

- They serve to unify and motivate individuals, teams and organisations
- They give teams objectives and targets throughout the year with a metric to measure their success against
- Goals maintain employees' alignment to the business strategy whilst allowing for autonomy

Goal setting is an integral part of any successful organisation. Our guidelines will help you get the most out of your goal process.

## Align individual goals with the department and company objectives

Organisations should have a standard, enterprise-wide approach to goal setting. This ensures that the goals of each employee align with the whole company. The manager or team leader must communicate the organisation's goals to their team members, and re-iterate them during the goal process (goal-setting, goal-achieving, goal completion). You should try and encourage employees to link their individual goals to the organisation's mandate - this allows each employee to recognise their individual contribution to success and continually align them to the organisation as a whole. Continuous communication of the values, goals and visions of the company from the top-down is imperative. Effective communication is central to any thriving team.

## Developing Your Goals

Setting team goals is one of the most effective methods of achieving a desired outcome efficiently. Making sure that you set the right goals for your team is arguably one of the most important stages in the goal-setting process. There are a number of methods you may wish to follow when goal setting. Employee goal-setting can be based on the SMART methodology; or the objectives and key results system made popular at companies like Google and Intel. Alternatively, you can completely customise the goal setting attributes to suit your company. Our goals module has incredibly detailed and wide-ranging reporting capabilities for your needs.

## Create an Action Plan

To achieve a goal, a clear action plan is needed. The purpose of an action plan is to clarify what resources are needed to achieve each goal and formulate a timeline for specific tasks to completed. By the end of the action plan, the superordinate goal should have been completed. ‘Resources’ corresponds to any tool an employee needs to reach their goal, this may include training, mentoring or new software. Once you have devised goals and created action plans, explain them to your team.

## Dividing the Team Goals

Divide the action plan among your team. Good managers find out the capabilities of each employee, they know what each employee can or can’t do, and which areas each employee enjoys working in. They then distribute tasks according to their talents. This is not always possible due to certain constraints. If not, ask the members of the team who they feel is appropriate for what. Divide the work evenly. This does not mean that everyone should have the same number of tasks, as intuitively some tasks are more heavily weighted.

## Accountability

Accountability is an important tool when setting clear goals. Employees should understand that there is a level of individual responsibility for when a team succeeds and for when it fails. Those who are performing well and/or out-performing expectations need to be recognised for their achievements, whilst those who are performing below-par need to bear the responsibility.

## Measure

Make sure to measure the progress of each individual, and subsequent team goal. Watch for overall production and individual performance. This way you can provide continuous feedback, recognition and where needed, reproach. PeopleGoal’s [performance management software](https://www.peoplegoal.com/product/performance-management-software) aligns employee goals to the growth strategy of the business using a balanced scorecard approach. Our goals module has incredibly detailed and wide-ranging reporting capabilities, including topics like goal alignment; goal contribution and goal progress.

Regardless of the level of achievement, it’s important that the process ends in some form of appraisal. If goals are met or surpassed, recognition or reward can lead to further employee engagement. Read our previous blogs on employee engagement and recognition for further information. The appraisal is also good opportunity to reiterate the organisations mandate to the employee, so that they can align their goals with the organisations.

Goal setting is an integral part of any organisation. By following these flexible steps, you can exercise an organised and efficient goal-setting progress at your organisation, and in turn reap the benefits.

Feel free to read our other [blogs](https://www.peoplegoal.com/blog "PeopleGoal Blogs"), [reviews](https://www.capterra.com/p/132347/PeopleGoal/ "PeopleGoal Capterra Reviews") or [FAQ’s](https://www.peoplegoal.com/faqs "PeopleGoal FAQ's") to find out more. You can even try our platform in a [free 14-day trial](https://auth.peoplegoal.com/login?state=g6Fo2SA4RVRjZ3ZkaVRWVnJOZ2k1aWtWdHYtTlNFRDRpX3lCbqN0aWTZIGxZbUFYTDljVGYzWW9TUTRZQmZNV0FlYzg3d3piYWZUo2NpZNkgU0RoVzZEbWNaNFVHQXQ4NnluY3hOZWliWWdwOG5MRUk&client=SDhW6DmcZ4UGAt86yncxNeibYgp8nLEI&protocol=oauth2&auth0Client=eyJuYW1lIjoib21uaWF1dGgtYXV0aDAiLCJ2ZXJzaW9uIjoiMi4wLjAifQ%3D%3D&redirect_uri=https%3A%2F%2Fwww.peoplegoal.com%2Fauth%2Foauth2%2Fcallback%3Flogin_hint%3DsignUp&response_type=code&scope=openid%20profile%20email%20user_metadata "PeopleGoal Trial Sign-Up") with no subscription needed.

Alternatively, you can also email us directly at <contact@peoplegoal.com>.

By following these flexible steps, you can exercise an organised and efficient goal-setting progress at your organisation, and in turn reap the benefits.

How to Set Clear Goals for your Team

Align your goals to company strategy to sky-rocket performance.

How to set clear goals for your team

### A Regular Guide to All Things PeopleGoal
Followers of our emails will have already received the first of our features updates, so why not have a handy blog reference for all things PeopleGoal, too? We'll use Friday Features to share our latest and greatest tools, from the basics to some of our more advanced PG Admin solutions. Anything you want to see here? Just drop us a line! Which leads us to your first feature...

### Give us Feedback

Whether it's an idea for something new, an improvement to an existing module or a quick high five to our team, we want to hear from you. Find our 'Request a feature' and 'Give us feedback' tools in the drop-down menu on your Dashboard, so you can fire off your suggestions to us as the lightbulb ignites. Easy!

![6](//images.ctfassets.net/6g4s9n00xmsl/6YVwl9AwgLJkwmDnPtGpVF/f7696d4765a9455e5bde1de41835fc1a/6.png)

Remember, you can also use the 'Support' button on the Dashboard drop-down to speak directly to our ever-patient Customer Success Team. Speaking of the Dashboard...

### Dashboard & Timeline
Your Dashboard is the most useful module for managing individual goals and company-wide news. It contains all of the key features to set goals and request feedback.

![Dashboard 1](//images.ctfassets.net/6g4s9n00xmsl/5D1aqDs3T2RE35mv0e9mlm/b6b87c72b9960fb046abcc9a24738f1a/Dashboard_1.png)

As an Admin you can post company, department or team level news using the 'Share' tool, and as a User you can acknowledge your colleagues' achievements with the 'Recognize' tool - pick from our pre-designed badges or customise your own in Account settings. You go, Glen Coco. 

![2](//images.ctfassets.net/6g4s9n00xmsl/43u3SJFPce4s9nce8XRyo9/272ba429e2c8ba6fc31e349cfa794a93/2.png)

You can also set custom timeline items to remind your teams of important deadlines with flexible reminders - again at company, department or team level.

![3](//images.ctfassets.net/6g4s9n00xmsl/3MzPX7MFqDbQTU6jYHJf00/d4905859fa2cc4aa916adc448a66a59a/3.png)
![4](//images.ctfassets.net/6g4s9n00xmsl/7f61MQYlQgbI9mIdzi84Ke/eeadf821af4fa81a178de96b6aa6637d/4.png)

Now on to the big stuff - how to set effective and inspiring goals for your team. 

### Google-Style OKRs

[Objectives and Key Results (OKRs) is a goal-setting technique used by Google](https://www.peoplegoal.com/product/okrs-software) to support their rapid growth strategy since their very first year of operation. With PeopleGoal you can [easily customise your goal setting to the OKR style](https://www.peoplegoal.com/app-store/template/okrs-new-b36c2192-ebe0-4029-88a4-76f61a42558b).

Designed to link company objectives to team/department and individual goals with key results that connect all levels of the organisation, OKRs are encouraged to be transparent across the business and are effective at making sure every employee knows what is expected of their role. 

If you've never set OKRs before or you just want a few tips on their use, have a look at this great video by Rick Klau, Partner at Google Ventures, showing some of John Doerr's original slides ([https://www.youtube.com/watch?v=mJB83EZtAjc](https://www.youtube.com/watch?v=mJB83EZtAjc "Startup Lab workshop: How Google sets goals: OKRs"))!

### Account Configuration
We want PeopleGoal to work seamlessly within your company structure, so we've tried to make each module as customisable as possible. Settings for each level of the platform can be changed by Admins in the 'Configure' toolbar. Some of our most useful features are:

__Cumulative feedback questions__ - standardise questions at company, department and team level

__Development plans__ - outline a short- and long-term progression strategy for every individual

__Training__ - upload your internal company development courses and resources

For a more detailed overview of each setting's function, check out our [FAQs](https://www.peoplegoal.com/faqs).

### Export to PDF

Last but certainly not least, at the close of your performance management cycle you'll want great looking and easy-to-manage reviews to access in future. Enter our 'Export to PDF' function, so you can save all reviews for offline access. 

![7](//images.ctfassets.net/6g4s9n00xmsl/5Ghtw2JrVfihoxGXqE16yk/24f0f826604938a53508609f1d022369/7.png)

*Hint: you can do the same for goals and feedback...*

Here's wishing you a successful and streamlined review process this year! Any questions or comments, just drop us a line.

Feel free to read our other [blogs](https://www.peoplegoal.com/blog "PeopleGoal Blogs"), [reviews](https://www.capterra.com/p/132347/PeopleGoal/ "PeopleGoal Capterra Reviews") or [FAQ’s](https://www.peoplegoal.com/faqs "PeopleGoal FAQ's") to find out more. You can even try our platform in a [free 14-day trial](https://auth.peoplegoal.com/login?state=g6Fo2SA4RVRjZ3ZkaVRWVnJOZ2k1aWtWdHYtTlNFRDRpX3lCbqN0aWTZIGxZbUFYTDljVGYzWW9TUTRZQmZNV0FlYzg3d3piYWZUo2NpZNkgU0RoVzZEbWNaNFVHQXQ4NnluY3hOZWliWWdwOG5MRUk&client=SDhW6DmcZ4UGAt86yncxNeibYgp8nLEI&protocol=oauth2&auth0Client=eyJuYW1lIjoib21uaWF1dGgtYXV0aDAiLCJ2ZXJzaW9uIjoiMi4wLjAifQ%3D%3D&redirect_uri=https%3A%2F%2Fwww.peoplegoal.com%2Fauth%2Foauth2%2Fcallback%3Flogin_hint%3DsignUp&response_type=code&scope=openid%20profile%20email%20user_metadata "PeopleGoal Trial Sign-Up") with no subscription needed.

How to get the most out of your Dashboard, set Google-style OKRs and configure your account. Here's wishing you a successful and streamlined review process this year!

How to get the most out of your Dashboard, set Google-style OKRs and configure your account. Tips and advice from the PeopleGoal team 

OKRs

Performance Objectives - What Are the 5 Business Objectives?

Are OKRs Really the Panacea for Goal Management?

OKRs: The Pros and Cons You Should Know

Mid-Year OKR Updates: The 9 Biggest HR Challenges

How to Set and Track OKRs in 2021

Objectives and Key Results: The Key to Remote Teams’ Success

OKRs: Align Your Strategy with Your People the Right Way

Improve Internal Communications for Engaged Remote Employees

Examples of Performance Objectives and Indicators for all Business Functions

How to Create a Goal Process for your Team

What does 'cascade' mean in terms of Goals and Objectives?

How to Set Clear Goals for your Team

Friday Features #1

Ready to see PeopleGoal in action?
Start your free trial today.

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OKRs

Performance Objectives - What Are the 5 Business Objectives?

Are OKRs Really the Panacea for Goal Management?

OKRs: The Pros and Cons You Should Know

Mid-Year OKR Updates: The 9 Biggest HR Challenges

How to Set and Track OKRs in 2021

Objectives and Key Results: The Key to Remote Teams’ Success

OKRs: Align Your Strategy with Your People the Right Way

Improve Internal Communications for Engaged Remote Employees

Examples of Performance Objectives and Indicators for all Business Functions

How to Create a Goal Process for your Team

What does 'cascade' mean in terms of Goals and Objectives?

How to Set Clear Goals for your Team

Friday Features #1

Ready to see PeopleGoal in action?Start your free trial today.

Company

Solutions

Product

Learn

Subscribe to our newsletter

Ready to see PeopleGoal in action?
Start your free trial today.