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For example, let’s consider Axelerant’s goal of enjoyable customer experiences as a 2024 objective with sequential quarterly objectives of reliably knowing what a customer thinks of Axelerant and proactively adapting to customer needs.
Those quarterly company objectives are jointly related to Sales and Delivery efforts.
For Delivery’s objective, reliably knowing…, it might have the key results of selecting a customer survey practice and selecting a customer feedback owner.
A delivery team’s objective of selecting a customer survey practice might break it down into the multiple key result aspects of research, assessment, selection, implementation, and retrospection.
An individual objective might be researching customer survey best practices.
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Why Cascading Goals & OKRS at Axelerant?
In the next few years, we will find it critical to consider Axelerant in context, with objectives tied to our purpose and mission. Further, doing so should be sustainable to exist as a successful organization.
For example, by balancing sustainability through, per Strategy - Axelerant DRAFT.
Empowered team members
Delightful customer offerings and experiences
Healthy profits
For these examples to succeed, I've experienced that they must be part of a system supporting the intended result. Otherwise, like past objectives, they result in siloing or incohesive fit with other Axelerant aspects.
Therefore, goals reassessment and prioritization must occur.
We must determine Axelerant's top-level objectives for organizational direction. Further, recognize that some areas of Axelerant are good enough as is, given they remain consistent.
General Understanding and Best Practices
How Goals & OKRS Relate
Goals are a kind of long-term strategy or guideline. They explain what Axelerant wants to achieve and are usually long-term and global.
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Objectives build transparency and alignment, spreading the intent of working towards the same goal across the organization.
Warning: Objectives shouldn't be a simple expansion of something we've already mastered–they should be groundbreaking.
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Key results must be quantifiable, measurable, and balanced. They should guide, fuel, and not compromise our audacious plans.
Warning: Key results shouldn't be easy to reach; they should be meaningful enough to be celebrated when achieved. E.g., Is it worth pushing to #celebrate or #learn?
Aligning Goals and OKRs
Top company goals have related annual company OKRs, inspiring sequential quarterly OKRs supported by the team and individual OKRs. Conversely, an individual OKR must align with a team OKR that must align with a company OKR that must help an Axelerant long-term strategy or guideline.
Axelerant's mission alignment is efficiently and transparently visualized using Leapsome's goal tree.
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Defining Goals and OKRs
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Defining Goals & OKRS
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1. Define company-level goals.
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Starting with a clear purpose and priorities for the year ahead, we can translate those priorities into three or four business company goals.
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What's our starting point? When having more than one objective, we must decide which to tackle first. We can do so based on importance or what's most doable.
Which are our highest priority initiatives? Consider which areas deserve more attention than others. We might focus on one objective because it's more challenging or requires fewer resources.
What is each team member responsible for? Help the team organize its initiatives and break down team objectives into individual ones.
Remember: OKRs must align with Axelerant's goals. Although team OKRs are scoped by their people, those OKRs require organizational alignment validation by the performance management team.
Bonus: In assigning ownership of team OKRs, you may create individualized goals and OKRs that extend support toward Axelerant’s growth and purpose.
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Keep OKRs in shape by regularly monitoring progress, making your goals an ongoing conversation, and recognizing every accomplishment. Praising team members and giving constructive feedback are excellent ways to engage everyone and keep OKR’s potential in mind.
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After agreeing upon individual and department-specific OKRs for a new cycle, schedule a retrospective and planning workshop with more stakeholders for more transparency and an even smoother alignment of cascading goals across the organization.
Expectations of Leaders and Team Members
TBD
Using Leapsome for Goals & OKRS
Leapsome's Goals module allows Axelerant to smoothly set, track, and align intent and effort across the organization. While goals are the end target, OKRs are the framework to hit them unitedly.
For example, let’s consider Axelerant’s goal of enjoyable customer experiences as a 2024 objective with sequential quarterly objectives of reliably knowing what a customer thinks of Axelerant and proactively adapting to customer needs.
Those quarterly company objectives are jointly related to Sales and Delivery efforts.
For Delivery’s objective, reliably knowing…, it might have the key results of selecting a customer survey practice and selecting a customer feedback owner.
A delivery team’s objective of selecting a customer survey practice might break it down into the multiple key result aspects of research, assessment, selection, implementation, and retrospection.
An individual objective might be researching customer survey best practices.
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Visibly Aligning Goals & OKRS Across the Organization
Top company goals have related annual company OKRs, inspiring sequential quarterly OKRs supported by the team and individual OKRs. Conversely, an individual OKR must align with a team OKR that must align with a company OKR that must help an Axelerant long-term strategy or guideline.
Axelerant's mission alignment is efficiently and transparently visualized using Leapsome's goal tree.
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Got a Question?
Check First, visit the FAQ–Goals & OKRs DRAFT.
When questions remain, ask the @performance-management-team via #guild-performance-mgmt or send a Performance Management help request.
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References
Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs
https://www.leapsome.com/playbooks/how-to-implement-okrs-objectives-key-results
https://www.leapsome.com/blog/a-step-by-step-guide-to-starting-with-okrs-from-an-okr-expert
https://leapsome.zendesk.com/hc/en-us/articles/4414398447889-The-difference-between-goals-OKRs