Setup OKRs at company, team and individual level. OKRs can be committed or aspirational type. Add multiple type of KPIs to measure and track the OKRs. Achieve transparency with OKR visibility controls.
Align OKRs horizontally or vertically to achieve balance between alignment and autonomy, common purpose and creative latitude.
“The single greatest motivator is 'making progress in one's work“ - Daniel Pink.
Check-ins help managers to clarify expectations, allocate tasks, provide necessary resources and remove any obstacles towards achieving organizational objectives. Contextualize progress updates with initiatives and blockers.
Align your work items across various tools like tasks, emails, meetings, documents etc with your OKRs. Aligning work items with OKRs helps in having unbiased conversations and making data driven decisions during 1:1 meetings and end of cycle reviews.
Schedule adhoc and or recurring 1:1 meetings with team members, peers or anyone in the organization. Structure the agenda for your 1:1 meetings with a wide variety of templates . Capture shared and private notes for the 1:1 meetings for future reference and drive deeper engagement with post meeting feedback.
Request feedback from peers, manager or any other colleagues with whom you have collaborated. Feedback can be shared instantly right within your day to day tools like Slack or Microsoft Teams. Anonymously share the feedback about your manager to the skip-level. Nominate list of peers whom you have collaborated with in achieving your OKRs and seek feedback from them.
Recognize achievements in the flow of work with Thanks platform powered by O.C. Tanner
Reflection and Reviews
Summarize the exciting part of working on the OKRs, his or her impact, impact, strengths, growth areas and future experiences. Summarize why you want the team member to grow an area as evidenced by the developmental feedback received from various colleagues of the team member.
Describe the experience you wish to have, how you'll benefit from such an experience and what support you need from your manager.
Calibration meetings allow an opportunity for the manager to clarify any assumptions with respect to the team members' performance summary. Review individual reflections, manager reflections along with peer feedback and validation and finalize the performance ratings.
It is essential to keep regular tabs on the employees’ feedback regarding the organization’s culture and policies. Pulse automatically triggers short surveys of 3 to 4 short questions across 8 carefully selected facets or dimensions of culture viz. Recognition, Well Being, Personal Growth, Belonging, Collaboration, Alignment, Communication and Leadership.
Gain deeper understanding of your or team's performance journey around OKRs, alignment, 1:1 conversations, feedbacks and more. Measure and understand platform adoption, OKR alignment, effectiveness of nudges, progress against OKRs, user retention, engagement in 1:1 meetings and more.
Focus on making better managers with OKR Coach an e-learning tool covering 15 topics where the content is based on the research into practices of large technology companies and popular journals and magazines like Harvard Business, Forbes etc.
Setting up OKRs, giving appreciative and developmental feedback and summarizing performance at the end of the OKR cycle is an intense activity and requires excellent writing and articulation skills. Templates make this process easy through preset text on OKRs, feedback, impact, strengths, growth areas, future experiences etc.