Here you can find the most common mistakes that companies make when writing OKRs and try to avoid them.
1- Not aligning OKRs with overall strategy: When the OKRs are not closely tied to the company’s overall strategy and goals, it can make it difficult for employees to understand how their work contributes to the overall success of the company.
2- Not involving employees in the OKR-setting process: Employees are the ones who will be working on achieving the OKRs, so it is important to involve them in the process of setting them. This can help ensure that the OKRs are relevant and meaningful to them and that they understand how their work contributes to the company’s overall success.
3- Not setting clear and measurable key results: OKRs should have clear and measurable key results, so that it is clear when they have been achieved. If the key results are not measurable, it can be difficult to know if the OKRs are being met, which can make it difficult to evaluate the effectiveness of the OKRs.
4- Not reviewing and adjusting OKRs regularly: OKRs should be reviewed and adjusted on a regular basis, to ensure that they are still relevant and aligned with the company’s overall strategy. Without regular reviews, it is easy for OKRs to become outdated, which can make them ineffective.
5- Not having proper tools to track the progress: OKRs need proper tools to track the progress, and report on the progress, so that everyone is aware of the progress and can take appropriate actions.
Planview has a centralized place to create, visualize, store, and track OKRs. and align teams to a common goal, some key characteristics are:
The dashboards show how objectives are connected across the objective hierarchy to provide a line of sight across, up and down the organization.
It shows how the work items related to each objective are connected, so that teams and their leaders have a clear line of sight into all connected work.
It enables visibility into shared objectives and interdependencies in how companies can manage that white space.
Leaders can show teams where to go, but let them determine how to get there by allowing them to best balance short-term objectives with long-term strategy.