Achieving goals successfully
Thanks to well-defined, strategic goals managed within a transparent OKR tool employees across all organizational levels are equally informed at all times. Towards more ownership and successful goal achievement.
More than just Goal Tracking
The true value of an OKR tool? Dynamic and agile collaboration. Transparent ownership facilitates the overview of personal responsibilities and collaborative comments keep everyone involved and informed in real time.
Of course, you also benefit from extensive feedback experience deeply rooted within LoopNow. One example: progress cards automatically track where you are at selected intervals, to which you can respond on the go.
Fully Customizable
A shared platform for your goal management reduces administrative complexity and visualizes team progress. You work towards clearly defined goals and can distinguish between individual, team and company goals.
Try it for yourself - even after the trial period you benefit from an unbeatable price of 3€ per user per month.
Prioritization of Goals & Measurable Successes
Transparent Task Distribution without Exceeding Workload
Improve Internal Communication & Collaboration
Active Employee Participation
OKRs rather than Yearly Goal Setting
Objectives and Key Results (OKR) have particularly made a name for themselves since corporate giants such as Google or Amazon have made successful (!) use of them. OKRs are characterized through an agile, dynamic adjustment of goals at regular intervals of usually three months. This is also the biggest differentiation from usual goal management, which have a yearly rhythm of reviewing.
The benefits? Incredible potential for growth and strong employee engagement through active involvement in the OKR strategy. Quick reminder here: ambitious goals can best be achieved as a team.
Objectives refer to collectively defined goals that are closely aligned with the company's high-level vision. The wording needs to be as precise as possible so that everyone involved has a clear understanding of what they are working toward. And: be bold! Objectives are ambitious and almost a bit of a stretch without being completely unrealistic.
Key Results define the sub-goals for you and your team members to achieve the objectives you've set. To do this, they must be measurable and quantifiable. The more precise, the better. In summary: By achieving our "Key Results" we progress towards our "Obectives".
Implementing OKRs Step by Step
1. Define goals at a company level and assign them to specific departments
Once managing directors and employees at C-level have agreed on the company's high-level strategy, the respective departments come into play. An exemplary goal: building a strong employer brand with high recognition value. This would need the recruiting and marketing departments to get together and discuss initiatives.
2. Set up to five goals at department level
Next step: identifying up to five goals (objectives) within the responsible department, so this should be a team effort. It is important for the goals to be challenging enough without being overwhelming.
3. Define key results per goal
Again, in a team effort, agree on the respective sub-goals (key results) needed to achieve each goal. Actively involving the whole team in the process promotes commitment and a sense of ownership.
PS: This is also a good moment to set individual goals, e.g. encouraging the growth of individual team members.
4. Track progress & celebrate success
Install regular catch-ups with the team, for example every 2 weeks, to discuss progress and provide support for potential complications. And: recognize achievements and celebrate milestones!
OKR Best Practice
Allow adjustments where they make sense between cycles
It's all about the process. Do you find that key results don't show the desired impact, or are no longer applicable due to external influences? Don't wait until the end of a cycle - make changes! Weekly OKR meetings are installed exactly for this purpose.
Create the platform to share learnings
You should review the past 3 months at least at the end of every quarter. This allows to assess the achievements as a team and share individual experiences. This also builds the foundation for the next cycle.
Start every OKR cycle as a team
Having a retrospective plays an important role in taking improvements into the next cycle. The backbone to this is encouraging transparent feedback across all hierarchy levels.
