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Objectives and key results (OKRs) is a goal-setting framework that organizations use around the world. As a collaborative goal-setting tool, it allows managers and team members to set goals for themselves. These can be striving and challenging yet remain measurable.
OKRs help organizations align everyone, track progress, and promote engagement around the goals. Irrespective of department and functions, OKRs enable uniform setting of objectives across the organizations. Your employees from operations, finance, engineering, customer support, and any other team can expect consistency in goal setting.
This e-book regarding OKRs provides you with an in-depth guide on how organizations can implement OKRs.
Overcoming Unconscious Biases in Performance Conversations
Several behavioral and neurological studies over the years have validated that humans and biases go hand in hand. A bias cannot be right or wrong, generous or hateful, or good or bad. However, it does result in unfairness and removes level-headedness from the decision-making process.
When we talk of workplaces, biases can lead to irrational decisions. It can lead to employee resentment, burnout, and eventual churn.
Building Continuous Feedback Culture
An organization’s continuous feedback culture plays a crucial role in determining the effectiveness of its purpose, vision, and mission. A constant feedback culture encourages team members to provide continuous and honest feedback regularly, resulting in better collaboration and productivity. For any feedback system to be effective, it should be both specific and actionable.
Achieve Radical Focus with OKRs
OKRs are a simple but powerful way to focus your team on achieving ambitious goals. OKRs distil the fuzziest of objectives into clear, measurable, and time-bound accomplishments that everyone can understand. The OKR framework helps teams set priorities, make faster decisions, provide transparency across the organization, and keep everyone focused on what matters most.
Complete Guide for 1:1 Meetings
Remote or Hybrid work has increased on the need for 1:1 meetings between managers and their team members.
1:1 meetings’ focus is on building trust between managers and team. 1:1 meetings create greater employee self-esteem, motivation with higher productivity, and better retention rates. A 1:1 meetings also creates a coaching opportunity for managers to provide feedback that helps individuals improve themselves over time.