TalentCove offers the best OKR app on the market that allows you to easily set company, team and individual level objectives and key results, that builds accountability, transparency and motivation to succeed!
Set team objectives, track key results & celebrate wins!
WHO ARE WE?
Founded in 2013, TalentCove empowers people and
teams to meet and exceed their goals.
Our belief is that goal-setting, individual
empowerment and mobile first software will
transform how employees, teams and organizations
realize their full potential.
Our mission is to help teams build a high
performance, goals-based culture with the
individual at its heart.
WHAT IS OKR?
It is a management strategy which originated at
Intel and is now widely used by companies like
Google, Twitter, LinkedIn and Zynga.
OKR is a highly focused, goal setting approach that
connects the work of employees to an enterprise’s
Cove App - How it works
Set team objectives easily
Align team members’ goals to team objectives
Update progress on goals effortlessly
Track key results with team dashboard
Get automated weekly progress reports
Highly secure, enterprise grade mobile and web
BENEFITS OF OKR
Set specific, measurable and time bound goals that
are easier to monitor and achieve.
Imposes a disciplined goal setting approach.
Increases transparency of work done and goals
Serves as a communication vehicle that shows other
people what you’re trying to accomplish.
Employees work is connected to the enterprise’s
WHAT ARE OBJECTIVES
& KEY RESULTS?
Objectives are what you want to accomplish, and are
ambitious and aspirational.
Think dreams! Think vision and mission.
Key results, on the other hand, are specific, achievable and
quantifiable. Think steps by step approach to winning that
trophy! Think mission actionable.
Having key results that are measurable and fact based gives
everyone a common understanding on how well an
objective has been achieved and can also be a way for other
to learn and stay motivated!
Objective: Beat our Q1 financial targets
Key Results: Achieve >$10M in product revenue, International
sales of at least $2M, Customer churn rate under 5%.
Objective: Deliver superior quality new leads
Key Results: Deliver 1000 new leads in Q1, Increase monthly
webpage views by 30%, Outbound email campaign targeting >
MORE SAMPLE OKRS
Objective: Expand revenue footprint in Asia
Key Results: Hire 10 channel partners in key geographies,
Drive new compensation plan for Asia Sales team, Deliver
5 compelling region-specific success stories
IT Operations OKRs
Objective: Improve technology infrastructure efficiency
Key Results: Reduce latency on requests by 30%, Reduce
maintenance downtime by 10%
STEP BY STEP GUIDE
Step 1: Employees set quarterly or even monthly to long
term OKRs that are aligned to the department/company’s
OKRs. Teams objectives are set collectively. Limit number
of objectives to 3-5 per team at any given time.
Step 2: Continuously review and monitor OKRs being
achieved, hold mid-quarter check ins to share progress and
Step 3: At the end of the quarter, grade OKRs and report
results. OKRs should be set such that typically you expect
to achieve 70-80% of your goals.
MBO, KPI AND OKR
MBOs – Management By Objectives - Management framework
where managers set objectives and measure performance against
it. Popularized by Peter Drucker in the 60s.
MBO has it’s advantages, however, it overemphasizes the setting
of goals over the working of a plan as a driver of outcomes.
KPI –Key Performance Indicator - evaluates the success of an
organization or of a particular activity which is often the repeated,
periodic achievement of some levels of operational goal.
Overseeing KPIs can prove expensive or difficult for organizations
and some indicators such as staff morale may be impossible to
OKR WINS THE GAME!
MBOs and KPIs are set by a manager in discussion with
an employee. The vast majority of these goals are set and
reviewed annually and their primary purpose is
OKRs are used to set ambitious operating goals to focus
people on ongoing execution excellence. Many
organizations keep them distinct from compensation
OKRs are typically set collaboratively with at least a
quarterly cadence and progress on them is reviewed