Ambiguous goal setting has always succeeded in building a wall of distrust, and negativity between the employers, managers and the employees. Thankfully, there are HR software in India now that cannot help you eliminate even a hint of ambiguity in the OKRs Goal Setting. All you need is an understanding of the software, set the goals and then use it continuously to track the progress of the KRAs and KPIs set.
The same not only can help organisations like Google but also the smaller companies. So, in this blog, we share with you some of the best practices for goal setting. Take a look!
1. Take their consent-
When you are setting OKRs for any position, you must ask the employees if they are okay with it. If they are not agreeing to a particular OKR, you must ask the reason to them as to why they are not agreeing with it. Afterwards, you must try to make them understand your reason for considering it to be viable. The team and individual OKRS should be discussed with the team collectively and specifically with the concerned person.
2. Set the cadence-
While you are setting the OKRs in the HR software in India, you must set some goals that are time-bound and some that are unanimous and communicate the direction in which the company wants to lead. The goals should ideally be set for every quarter.
3. Set a small number in the beginning
By understanding the vision and mission of the company, you should then begin to understand what each department can do to reach that goal. This will help the employees and employer both in accelerating the growth process. In the initial phase, you can set 5 common goals while also considering the recurring challenges that your company is dealing with.
4. Link objectives with key result areas-
The full form of OKR itself is objective and key result areas. So, make sure you are able to measure the performance against the objectives you have set. For instance, if the objective is to get 2x the current leads, the key result area would be launching a new campaign or more. If by the end of the month the team is able to cross the target, then they would be considered successful.
5. Define departmental and company OKRs-
The OKRs that you are setting in the HR and payroll software should be such that no department feels that the goals don’t resonate with them. So it is advisable to first of all start with the senior-most positions so that you get an idea of the responsibilities and are able to drill down the OKRs correctly.
6. Make OKRs transparent-
It is quintessential for you to share the OKRs with the employees of your company. Moreover, the progress should also be updated in the HR software in India that you are using. This will end up making it easy for you to keep a tab on the progress and for employees to feel more answerable and a sense of ownership as well at the same time.
7. Let employees set their own OKRs-
To give employees a feeling of autonomy, you must let them set their own OKRs. They may come up with something new that you didn’t think of. Moreover, this can also allow the employees to work on the projects that intrigue them the most. Not only will they grow professionally because of this but also add more value as a hire to your company.
8. Keep reporting the progress-
The progress of employees should be appreciated and updated timely. If there are any roadblocks, even they must be addressed. It should never be overlooked as to how the individual OKRs are impacting the Departmental progress and company progress.
Hence, if you want to meet the business goals, it is prudent to follow the right OKR making practices.