OKRs for People Manager

Modern companies empower their managers but expect them to be accountable for their teams’ performance, empowerment, coaching, recognition, engagement, attrition and wellbeing.

In short, today’s people manager is a superhuman with super powers 🦸‍♀️ OKRs is one of them.

Learn how people managers can use OKRs to stay focused and create a results oriented environment, even if their teams’ are remote.

OKRs for People Manager

Empower

Good managers inspire team members by delegating outcomes and not micromanaging output. Such managers set clear expectations using OKR planning meetings.
Empower

Unblock

Good managers track blockers very closely and sincerely try to remove them. The blockers can be work or personal related.

Tracking blockers help people managers to stay focused and result oriented. Daily stand-ups and 1:1 conversations are an effective way to track the blockers.
💡Pro-tip: Create an inclusive team environment, showing concerns for success and well being of your team members 🙏.
Unblock

Coach

Modern organisations expect managers to coach their team members. However, most managers find it difficult to share developmental feedback effectively.

Good managers are astutely aware that sharing feedback matters and improves performance. A formal feedback from the manager when a team member check-ins against their OKRs or during 1:1 conversations is most effective in coaching the team.
💡Pro-tip: Jack Zenger and Joseph Folkman in their Harvard Business Review article argue with research that
1.  Employees prefer developmental feedback (53%) more than the appreciative feedback (47%).
2.  92% of the respondents agreed with the assertion, “Negative (developmental) feedback, if delivered appropriately, is effective at improving performance.”
3.  72% said they thought their performance would improve if their managers would provide corrective feedback
Coach

Track Engagement

Good managers continuously track the engagement in their teams on various aspects viz. recognition, wellbeing, personal growth, belonging, collaboration, alignment and communication. They also bring red flags to the attention of the leadership.
💡Pro-tip: Good managers are acutely aware that they do not (and cannot) have answers to all issues but still are not afraid to surface and discuss issues.
Track Engagement

Unbiased

Good managers are aware of that several unconscious biases can creep-in during 1:1 and performance conversations. They are not just aware of but call out such unconscious biases during performance calibration discussions with leaders.
💡Pro-tip: At least 17 different types of biases affect performance conversations. Check out here
Unbiased

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