OKR for your team, is it really necessary?

In the world of business management and team development, there is an approach that has received increasing attention in recent years: OKR, or Objectives and Key Results. But what does this methodology really entail and is it really necessary for your team?

As organizations strive to increase efficiency, improve performance and increase engagement of their teams, the question arises whether the use of OKRs can be the key to achieving these goals. Some see OKRs as the ultimate tool for setting and measuring goals, while others remain skeptical and wonder if it is not just another management hype that will soon fade away.

In this blog, we will delve deeper into the world of OKRs: what are they, how do they work and most importantly, why might they be important to your team? We will look at the benefits of implementing OKRs, as well as the potential pitfalls and challenges teams may face.

So, if you want to discover if OKRs are really worthwhile for your team and how to implement them effectively, read on as we explore this exciting and influential management methodology.

First of all, what is OKR?

OKR stands for Objectives and Key Results, a methodology for setting and measuring goals within organizations. As within many methodologies, there are multiple ways to apply this method. The 4 most common ways are:

Traditional OKR method:
Here, an organization or team sets goals (objectives) that are ambitious, measurable and time-bound. These objectives are then linked to specific measurable outcomes (key results) that indicate their success.

Advantages:

Clear focus: Naming specific goals and measurable outcomes helps focus the team's efforts.
Transparency: Sharing OKRs with the entire team provides transparency and alignment.

Disadvantages:

Rigid structure: Some teams may find the formal structure of OKRs restrictive.
Focus on quantity: There is a risk that teams focus too much on achieving the measurable results without considering quality

Agile OKR method:
This method integrates OKRs within an Agile framework, where objectives and results are regularly reviewed and adjusted based on advancing insight and changing circumstances.

Advantages:

Flexibility: Using OKRs in an Agile context allows teams to respond quickly to changes and set new priorities.
Continuous improvement: Regular review of OKRs promotes a culture of continuous improvement.

Disadvantages:

Possible lack of focus: Too many adjustments can lead to a lack of focus and direction.
Risk of confusion: If OKRs are changed too often, it can lead to confusion within the team about priorities.

Bottom-up OKR method:
In this approach, OKRs are not only set top-down, but teams are also encouraged to set their own goals based on their expertise and insights.

Advantages:

Better engagement: Involving teams in the preparation of OKRs increases their involvement and motivation.
More diverse objectives: Teams can provide unique perspectives and set goals that may be overlooked at higher levels.

Disadvantages:

Lack of consistency: Bottom-up OKRs can lead to a lack of consistency and alignment between different teams.
Possible lack of focus: Without sufficient coordination, teams may pursue their own goals that do not necessarily contribute to the overarching strategy.

LEAN OKR method:
This method focuses on minimizing waste and maximizing value creation by focusing on only a few critical objectives and results.

Advantages:

Maximum impact: By focusing on just a few key objectives, teams can focus their energy and resources on what really matters.
Simplicity: The Lean OKR method is often easier to understand and implement than comprehensive OKR plans.

Disadvantages:

Risk of underexposure: Limiting the number of objectives may lead to neglecting some important aspects.
Difficulties in prioritization: Selecting the most crucial objectives can be difficult and lead to discussion within the team.

In short:

Each OKR method has its own advantages and disadvantages, and the best choice depends on the specific needs and context of an organization or team.

What are the pros and cons of a team using or not using an OKR Method?

Working with an OKR Method, as mentioned, has its pros and cons. Let's see what the main feelings are that live in a team working with and without an OKR Method.

Team With OKR

Positive sounds

It's great to finally have clear goals that we can work toward. It gives us a sense of direction and purpose.

Sarah

Marketing Officer

I like knowing that our efforts contribute to the overarching goals of the team and the organization. It gives me a sense of commitment and pride.

Anna

Project Manager

With OKRs, we have a much better picture of our progress and accomplishments. It is motivating to see how far we have come and what we still need to do to reach our goals.

Tom

Software Developer

Negative noises

Sometimes it feels like we spend too much time preparing and updating our OKRs, leaving less time for actual implementation.

Emily

Marketing Officer

It can be discouraging when we find that we are not meeting our OKRs, even after all our efforts. It feels like we are stuck.

David

Software Developer

Sometimes I feel limited by our OKRs and the feeling that I have to stick to predetermined goals, even if circumstances change.

Jessica

Project Manager

Team Without OKR

Positive sounds

I appreciate the flexibility and freedom we have to set our own goals and do our work our own way.

Laura

Marketing Officer

Without OKRs, it feels like we have more room to be creative and try out new ideas without limiting ourselves to predetermined goals.

Kevin

Software Developer

I enjoy the autonomy we have to adjust our priorities to the needs of the moment and adapt to changing circumstances.

Sophie

Project Manager

Negative noises

I constantly feel overwhelmed by the amount of work on my plate. Without clear goals, it is difficult to prioritize.

Linda

Marketing Officer

It seems like we are all running in different directions, without knowing where we are going. There is no consistency or strategy.

Joris

Software Developer

The lack of transparency about what is expected of us frustrates me greatly. I feel like I'm wasting my time on tasks that ultimately don't matter.

Alex

Salesperson

Well, now what?

There are many positive influences OKR can have within a team. As long as it takes into account the potential frustrations it can sometimes produce. A team without clear goals can never "really" function as a team, but a team with a rigid goal, has the potential to enthusiastically walk off a cliff all together....

So from Team Supporter, we do recommend making goals and outcome agreements with your team and organization. These do need to be flexible enough to be adjusted as needed and continuously evaluated and calibrated.

If you haven't worked with an OKR method as a team before, we have some more advice for you:

Research and education: Encourage the team to thoroughly research OKRs and learn more about their potential benefits and challenges. This may include reading books, viewing online courses and consulting experts on OKRs.

Pilot program: Consider establishing a pilot program in which the team tries OKRs on a limited scale, such as for a specific project or for a specific period of time. This allows the team to experience the effectiveness of OKRs without making a full commitment right away.

Transparent communication: Encourage open communication within the team to discuss any concerns or doubts about OKRs. Listen to feedback from team members and take their concerns seriously.

Training and support: Provide training and support to the team to help them build the necessary skills and knowledge to work effectively with OKRs. This may include workshops, coaching and mentoring.

Flexibility and adaptability: Emphasize the importance of flexibility and adaptability when working with OKRs. OKRs should not be a rigid harness, but rather a tool to help the team adapt to changing circumstances and priorities.

Regular evaluation: Encourage the team to regularly review and discuss the progress and effectiveness of OKRs. This allows the team to quickly address any issues or challenges and adjust the OKR process as needed.

Be patient: Be patient and realistic about the time needed to get used to the OKR method and realize its full benefits. Change takes time and it may take some time for the team to become fully familiar with OKRs.

By considering these opinions, the team can better decide whether working with an OKR method is the right choice for their situation and goals.

Goals are important, not sacred

While having relevant and shared goals are very important, there are many other factors that affect team efficiency.
Team Supporter helps determine the level and need of teams. It thereby gives more help in determining the best approaches for a team . Want to try out what a scan of Team Supporter looks like?

Start the Team Scan for free