OKR Intro Powerpoint Michael Thomas Jr.
- 1. Michael Thomas Jr., M.Ed.
- 2. OKR’s are a means to set company, management, and individual goals that unite everyone in a company vision OKR’s were made famous by Intel and Google, who contribute a large portion of their success to them. What are Objectives and Key Results (OKR’s)?
- 3. OKR’s are public and scored: Everyone can see each other’s OKR’s and scores, even the CEO/Director’s! Whenever they want! Individual goals (results) are created more so by the individual, not by their manager. They should be difficult to reach, but not impossible. What are Objectives and Key Results (OKR)?
- 4. OKR’s are set every 3 months (quarterly) and individually scored at the end of those 3 months. If score is: 40% or less: Decide if goal is realistic/worth it. If it is, work together to help person achieve it next quarter. For example, share ideas, share what worked for you in a similar goal, etc. If it’s not, adjust next quarter. How does it work?
- 5. 50-70%: Is it still worth pursuing higher? If so, adjust goal accordingly for next quarter and get input from team on how to do even better. If not, maintain what has worked for you through next quarter and come back to it following quarter if needed. Scores
- 6. 71-100%: Goal (Result) was not ambitious enough! If goal is still important and should be pushed even higher next quarter, do so and get team input as needed. If not, maintain what has worked for you through next quarter and come back to it following quarter if needed. Scores
- 7. Goal (Result): Increase number of interviewees by 50 people. To be specific, from 30 people interviewed last quarter to 80 people interviewed this quarter. Scoring Example of Individual
- 8. Score of 40% or less: This equals out to in increase of 20 people or less (40% of 50 is 20). Decide if goal is realistic/worth it. If it is, team will work together to help person score higher next quarter. For example, share ideas, share what worked for you in a similar goal, etc. If it’s not, adjust next quarter. Scoring Example of Individual
- 9. Score of 50-70% (Increased by 25 to 35 people): Is it still worth pursuing higher? If so, adjust goal accordingly for next quarter and get input from team on how to do even better. If not, maintain what has worked for you through next quarter and come back to it following quarter if needed. Scoring Example
- 10. 75%-100% (Increased by 38 to 50 people): Likely that you weren’t ambitious enough! Worth pursuing/realistic to get even higher next quarter? If goal is still important and should be pushed even higher next quarter, do so and get team input as needed. If not, maintain what has worked for you through next quarter and come back to it following quarter if needed. Scoring Example
- 11. Company level Objective: Build KMS Brand (Qualitative) Key Results (Quantitative, Measurable) Increase website traffic by 15% Increase social media traffic by 20% Increase number of personal referrals by 20% Increase career site traffic by 15% KMS OKR Example Quarter 1 January-March
- 12. Director Objective: Increase Branding Behaviors (Qualitative) Key Results (Quantitative, Measurable): Attend 6 Trade Association meetings Attend 4 client functions Create 5 social media postings per week, at least 1 about referral program Facilitate 20 functions attended by staff members Facilitate 7 social media postings a week by team Example Quarter 1 January-March
- 13. Operations Supervisor Objective: Increase Branding Behaviors (Qualitative) Key Results (Quantitative, Measurable): Attend 2 clients functions Attend 2 school/career fairs Facilitate 7 schools visited by Recruiters Facilitate 4 functions attended by HR team Example
- 14. Recruiter 1 Objective: Increase Branding Behaviors (Qualitative) Key Results (Quantitative, Measurable): Attend 3 career fair/school related functions Attend 1 client event Create 7 social media postings/week. Incorporate social media and website in all communications with candidates Example
- 15. Recruiter 2 Objective: Increase Branding Behaviors (Qualitative) Key Results (Quantitative, Measurable): Attend 4 career fair/school related functions Attend 2 client events Attend 1 industry-related event Incorporate social media and website in all email communications with candidates Example
- 16. HR Team Member 1 Objective: Increase Branding Behaviors (Qualitative) Key Results (Quantitative, Measurable): Attend 1 client function Attend 1 career fair Incorporate social media and website in all communications with candidates Ask for at least 1 referral from each candidate in processing Example
- 17. Company results: Increase website traffic by 15% Related individual goals: Incorporate social media and website in all communications with candidates Increase social media traffic by 20% Related individual goals: Create 7 social media postings/week. Create 5 social media postings per week, at least 1 about referral program How It Comes Together
- 18. Company goals: Increase number of personal referrals by 20% Related individual goals: Ask for at least 1 referral from each candidate in processing Increase career site traffic by 15% Related individual goals: Attend 4 career fair/school related functions How It Comes Together
- 19. Makes company, managerial, and individual progress measurable. Always know how you’re doing! Transparency: Makes it clear to everyone in company what each person is working on and how they all tie together to company success Focuses your effort. You know your priorities for that quarter. Just as important, you also know what are not priorities that quarter. Why Use OKR’s?
- 20. NOT used to judge individual or company performance! Every goal/result is different and progress, or lack thereof, is not a fair way to judge performance. What OKR’s are NOT
- 21. Recruiters Example: Individual objective: Increase staffing Result: Increase placements by 25% 1. What happens if Recruiter 1 gains three clients and hits the goal? 2. What happens if Recruiter 2 loses a client and slightly misses the goal? Is Recruiter 1 a better performer than Recruiter 2? What OKR’s are NOT
- 22. Email me: MichaelThomasJrConsulting@gmail.com Connect with and DM me on LinkedIn: https://www.linkedin.com/in/michael-thomas-jr- 56989074/ If this makes sense for you and your department/company, reach out. Want to Learn More?