OKRs: How Google Achieves Company Goals
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John Doerr, one of the advocates for Objectives and Key Results, has said:“I remember being intrigued with the idea of having a beacon or north star every quarter, which helped set my priorities. It was also incredibly powerful for me to see Andy’s OKRs, my manager’s OKRs and the OKRs for my peers. I was quickly able to tie my work directly to the company’s goals. I kept my OKRs pinned up in my office and I wrote new OKRs every quarter, and the system has stayed with me ever since.“ OKRs is a easy process of setting company, team and personal goals and connecting each goal with 3-4 measurable results. As you achieve those results, the whole objective gets marked done. OKRs, on a personal, team's and company level make up a system that shows how everything one person does connects to the work of others.
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OKR - a guide to objectives and key results
A light-weight and informative overview of "OKR" the Objectives and Key Results goal setting methodology as used by Google and hugely popular with some of the world's most successful startups.
OKR part-II
The document discusses using OKRs (Objectives and Key Results) to align goals across different levels of an organization from top-down and bottom-up approaches. It provides examples of setting stretch OKRs at Google to develop Chrome browser reaching 20 million users and YouTube reaching 1 billion hours of daily watch time. Achieving ambitious stretch OKRs requires failing and learning from mistakes, adapting goals over time, and maintaining focus on the long-term objective.
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Objectives and Key Results (OKR) is a collaborative goal-setting framework. They are used by teams and individuals to set challenging, ambitious goals with measurable outcomes.
Best Practices Of OKR Goals
This document provides guidance on best practices for setting OKR goals. It defines Objectives and Key Results, and explains why OKRs are an effective goal-setting framework. Regular weekly check-ins and closed-loop feedback are identified as critical for connecting goals to results. Examples of objectives and key results at both the company and department level are also provided.
OKR - Objectives and Key Results - Effective Goal Setting on Company, Team an...
OKR (Objectives & Key Results) is used by industry-leading companies like Google, LinkedIn, Intel, Zynga, Twitter and Oracle for successful planning.
OKR is a simple process of defining objectives on company, team and personal level and connecting each objective with measurable results. OKR help providing the bigger picture for everyone at the company and to understand who is working on what and more importantly why.
Also check out Rick Klau's presentation at the Google Startup Lab "How Google sets goals: OKRs": https://library.gv.com/how-google-sets-goals-okrs-a1f69b0b72c7
Getting Started with OKRs
This document provides an introduction to Objectives and Key Results (OKRs). It defines OKRs, discusses their benefits, and offers best practices for implementing them. OKRs help companies set clear goals and track progress towards objectives. The document outlines that OKRs have both qualitative objectives and quantitative key results, and should be bottom-up defined as well as top-down aligned. Common OKR cadences and some examples from successful companies like Google and Spotify are also presented. The document concludes by offering next steps for getting started with OKRs, such as scoping an OKR project and piloting the rollout.
Introduction to Objectives and Key Results. The Basics & FAQ of OKRs.
The document introduces OKRs (Objectives and Key Results), a goal-setting methodology used by companies like Google and LinkedIn. It discusses setting quarterly objectives and measuring progress with key results metrics. OKRs provide transparency and align goals from the company level down to individual teams and employees. Examples of objectives and key results are provided for marketing, sales, finance, and product management functions. Guidance is given on writing objectives and results, balancing stretch and roof-shot goals, and common mistakes to avoid.
How to set goals using OKRs
This document discusses OKRs (Objectives and Key Results), a goal setting technique used by companies like Google and LinkedIn. It describes OKRs as setting ambitious objectives with measurable key results to help align teams and track progress. OKRs should have a 70% completion target and be revisited regularly. The document provides tips for writing OKRs using the SMART model and implementing them by cascading objectives throughout the organization and regularly updating progress.
Recommended
OKR - a guide to objectives and key results
A light-weight and informative overview of "OKR" the Objectives and Key Results goal setting methodology as used by Google and hugely popular with some of the world's most successful startups.
OKR part-II
The document discusses using OKRs (Objectives and Key Results) to align goals across different levels of an organization from top-down and bottom-up approaches. It provides examples of setting stretch OKRs at Google to develop Chrome browser reaching 20 million users and YouTube reaching 1 billion hours of daily watch time. Achieving ambitious stretch OKRs requires failing and learning from mistakes, adapting goals over time, and maintaining focus on the long-term objective.
Understanding OKR
Objectives and Key Results (OKR) is a collaborative goal-setting framework. They are used by teams and individuals to set challenging, ambitious goals with measurable outcomes.
Best Practices Of OKR Goals
This document provides guidance on best practices for setting OKR goals. It defines Objectives and Key Results, and explains why OKRs are an effective goal-setting framework. Regular weekly check-ins and closed-loop feedback are identified as critical for connecting goals to results. Examples of objectives and key results at both the company and department level are also provided.
OKR - Objectives and Key Results - Effective Goal Setting on Company, Team an...
OKR (Objectives & Key Results) is used by industry-leading companies like Google, LinkedIn, Intel, Zynga, Twitter and Oracle for successful planning.
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Also check out Rick Klau's presentation at the Google Startup Lab "How Google sets goals: OKRs": https://library.gv.com/how-google-sets-goals-okrs-a1f69b0b72c7
Getting Started with OKRs
This document provides an introduction to Objectives and Key Results (OKRs). It defines OKRs, discusses their benefits, and offers best practices for implementing them. OKRs help companies set clear goals and track progress towards objectives. The document outlines that OKRs have both qualitative objectives and quantitative key results, and should be bottom-up defined as well as top-down aligned. Common OKR cadences and some examples from successful companies like Google and Spotify are also presented. The document concludes by offering next steps for getting started with OKRs, such as scoping an OKR project and piloting the rollout.
Introduction to Objectives and Key Results. The Basics & FAQ of OKRs.
The document introduces OKRs (Objectives and Key Results), a goal-setting methodology used by companies like Google and LinkedIn. It discusses setting quarterly objectives and measuring progress with key results metrics. OKRs provide transparency and align goals from the company level down to individual teams and employees. Examples of objectives and key results are provided for marketing, sales, finance, and product management functions. Guidance is given on writing objectives and results, balancing stretch and roof-shot goals, and common mistakes to avoid.
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This document discusses OKRs (Objectives and Key Results), a goal setting technique used by companies like Google and LinkedIn. It describes OKRs as setting ambitious objectives with measurable key results to help align teams and track progress. OKRs should have a 70% completion target and be revisited regularly. The document provides tips for writing OKRs using the SMART model and implementing them by cascading objectives throughout the organization and regularly updating progress.
GI OKR best practices en 20190217
This document provides an introduction to Objectives and Key Results (OKRs), a process used by companies like Intel, Google, and Microsoft to help teams communicate, measure, and achieve goals. It discusses how OKRs can help teams focus on important priorities, avoid distractions, and fight procrastination. The document outlines the OKR template, describes features like being collaborative, measurable, public and ambitious. It provides questions to consider when setting OKRs and discusses superpowers like focus, alignment, tracking and stretching. Tips are provided on setting OKRs at different management levels and timeframes and evaluating progress. The importance of culture in implementing OKRs is also emphasized.
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Schedule in a free Strategy call with me:
https://calendly.com/flowyteam/30min
Contact me for more information on OKRs:
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This OKR playbook is the result of several years of OKR coaching. We offer this support to define, structure and communicate your OKR program within your organization. It helps you think through all aspects of setting up OKRs before deployment.
We use it in our coaching as a support to define the OKR program with executives; as well as a communication support for the launch of the OKR program with the teams; finally as a reference manual for the whole organization.
The Guide to Objectives and Key Results (OKRs)
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OKR (Objectives & Key Results) is used by companies like Google, LinkedIn and Intel. It enabled them to achieve tremendous results. It can enable you to achieve the same.
Businesses and organizations have many things to get done. That requires you to focus on the essentials and be extremely goal-oriented. OKR is a great managent framework that enables you to do just that.
Perdoo makes it easy for organizations of all sizes to manage and measure their progress towards common goals, improve decision-making, and streamline execution.
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OKRs push organizations to achieve ambitious goals and coordinate efforts across teams. They provide transparency around priorities and allow for flexibility.
Google uses OKRs to help communicate goals and measure progress. They distinguish between "committed" and "aspirational" OKRs, with committed OKRs expected to be fully achieved and aspirational OKRs having an expected average score of 0.7.
OKRs originated from Peter Drucker's work on management by objectives (MBO) and were developed further at Intel by Andy Grove. OKRs improved on MBOs by including specific metrics ("key results") and making the process more transparent, bottom-up, and flexible.
Introduction to OKRs
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For every COO, CEO, or many other C-Level in small medium large business, or non-profit organizations, I recommend you to purchase this book through Amazon, or many other wonderful book purchasing platform existed.
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This document provides an introduction to Objectives and Key Results (OKRs), a process used by companies like Intel, Google, and Microsoft to help teams communicate, measure, and achieve goals. It discusses how OKRs can help teams focus on important priorities, avoid distractions, and fight procrastination. The document outlines the OKR template, describes features like being collaborative, measurable, public and ambitious. It provides questions to consider when setting OKRs and discusses superpowers like focus, alignment, tracking and stretching. Tips are provided on setting OKRs at different management levels and timeframes and evaluating progress. The importance of culture in implementing OKRs is also emphasized.
Objectives and Key Results, OKRs
Learn how to execute effectively your strategies via the OKR (Objectives and Key Results) system in your organization
Schedule in a free Strategy call with me:
https://calendly.com/flowyteam/30min
Contact me for more information on OKRs:
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We use it in our coaching as a support to define the OKR program with executives; as well as a communication support for the launch of the OKR program with the teams; finally as a reference manual for the whole organization.
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OKR Best Practices. Useful tips for creating Objectives & Key Result
Keep your employees Focused, Motivated and Aligned. OKRs make workflow transparent, synchronized between teams and concentrated on the common goal
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Businesses and organizations have many things to get done. That requires you to focus on the essentials and be extremely goal-oriented. OKR is a great managent framework that enables you to do just that.
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- and how proactive OKR System design and other ideas can help to successfully use OKRs
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Objectives and Key Results (OKR) is a popular leadership process for setting, communicating and monitoring quarterly goals and results in organizations. I have summarized the overview of OKR and key points to implement to an organization through my experience to launch it to my company.
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This document summarizes an OKRs meetup in Amsterdam on May 31, 2018. It introduces OKRs (Objectives and Key Results), provides an example, and discusses how OKRs differ from traditional goal setting. The majority of the document outlines best practices for implementing OKRs based on LeanBart's experience, including starting with one company objective, giving objectives 3 months to take effect, keeping objectives inspirational rather than metrics-focused, and emphasizing weekly check-ins and Friday celebrations. It concludes with top 10 takeaways around focus, connection of OKRs, public sharing, and maintaining an upbeat culture.
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OKRs push organizations to achieve ambitious goals and coordinate efforts across teams. They provide transparency around priorities and allow for flexibility.
Google uses OKRs to help communicate goals and measure progress. They distinguish between "committed" and "aspirational" OKRs, with committed OKRs expected to be fully achieved and aspirational OKRs having an expected average score of 0.7.
OKRs originated from Peter Drucker's work on management by objectives (MBO) and were developed further at Intel by Andy Grove. OKRs improved on MBOs by including specific metrics ("key results") and making the process more transparent, bottom-up, and flexible.
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The document provides an overview of OKRs (Objectives and Key Results), a goal setting framework used by companies like Google, Intel, and others. It discusses what OKRs are, how they work, their benefits, a typical implementation cycle including setting strategic and tactical OKRs, tips for writing objectives and key results, examples of OKRs for a perfume franchise, and resources for further reading.
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This document provides an overview of OKRs (Objectives and Key Results), a goal-setting framework used by many companies. It discusses what OKRs are, how they differ from other goal frameworks like KPIs and MBOs, examples of OKRs at different levels of an organization, best practices for implementing OKRs, common mistakes to avoid, and how OKRs can help organizations of various sizes achieve ambitious goals.
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*Measure What Matter* by John Doerr is a very amazing book to learn about OKR - an alternate to KPI methods, where i personally think are a more wonderful approach to create a more cohesive environment inside organizations. This slide include a small snippets of what exist in the book.
For every COO, CEO, or many other C-Level in small medium large business, or non-profit organizations, I recommend you to purchase this book through Amazon, or many other wonderful book purchasing platform existed.
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- The document outlines best practices for writing OKRs and implementing them in organizations through quarterly and annual goal-setting.
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It’s the start of a new year, and for many of us that means setting and achieving some serious company goals.
A lot of companies are attributing their success to a sophisticated goal setting process called Objectives and Key Results, or OKRs for short. OKRs is the goal setting methodology used and popularized by companies like Google, Dropbox, and Zynga.
OKRs help businesses achieve complete transparency and alignment with clearly defined goals. It also helps with measuring their progress and provides opportunities to reflect back and understand what worked and what didn’t. It’s no wonder companies everywhere are flocking to it.
…So, where do you start? And how do you become one of the many companies benefitting from OKRs?
In this webinar we’ll cover:
– Quick introduction and how to get started if you are new
– How many OKRs you should have
– How to align and cascade OKRs
– What are the responsibilities of the employees and managers during an OKRs cycle
– How to create engagement during an OKRs cycle
– How to measure, score, and learn from OKRs
– What is the timeline of the activities that need to be done to execute an OKRs cycle
– Audience Q & A session
ОЛЬГА СИДОРІНА "OKR та Performance management в стартапі" HR Connect
HR Connect Conference Odessa 2018
ОЛЬГА СИДОРІНА
Тема доповіді: OKR та Performance management в стартапі
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The document provides guidance on best practices for adopting Objectives and Key Results (OKRs) in an organization, outlining a 10 step process for implementation that includes understanding why OKRs are being adopted, getting buy-in from leadership and teams, connecting company objectives to the organizational mission, selecting an OKR pilot group, appointing OKR leadership roles, and establishing OKR reviews and retrospectives to ensure ongoing success. The OKR methodology establishes broad alignment and accountability by connecting employees' work to company objectives in a transparent way that fosters focus, engagement, and organizational growth.
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Learn about setting Goals for PMO teams using the OKR goal-setting method.
Learn what OKRs are, and how you can use them to accelerate PMO Performance.
GI OKR best practices english 20190217
This document provides an introduction to Objectives and Key Results (OKRs), a process used by companies like Intel, Google, and Microsoft to help set goals, measure progress, and drive execution. It discusses how OKRs can help teams focus on important priorities, avoid distractions, and fight procrastination. The document outlines the OKR template, describes features like being collaborative, measurable, public and ambitious. It provides questions to consider when setting OKRs and discusses superpowers like focus, alignment, tracking and stretching. Tips are provided on setting OKRs at different management levels and timeframes and evaluating progress. The culture of focusing on priorities, enabling innovation and having a common purpose is emphasized.
GI OKR Best Practices English 2019 02 17
This document provides an introduction to Objectives and Key Results (OKRs), a process used by companies like Intel, Google, and Microsoft to help set goals, measure progress, and drive execution. It discusses how OKRs can help teams focus on important priorities, avoid distractions, and fight procrastination. The document outlines the OKR template, describes features like being collaborative, measurable, public and ambitious. It provides questions to consider when setting OKRs and discusses superpowers like focus, alignment, tracking and stretching. Tips are provided on setting OKRs at different management levels and timeframes and evaluating progress. The culture of focusing on priorities, enabling innovation and having a common purpose is emphasized.
BSA 2016. Final Demo JS group
The document discusses an OKR (Objectives and Key Results) tracking app created by Binary Studio. It introduces OKR methodology which helps align employee and organizational goals. The app allows employees to submit department objectives, set individual OKRs, and track progress through check-ins. Key features include no limits on objectives, a motivation system, and an emphasis on user-defined goals. The OKR Tracking App was created by Binary Studio to help companies implement OKR systems.
Anatomy of a Successful Goal
We all know that people with goals achieve more. We all know that the most commonly cited success characteristic is a focus on achieving goals. But, what makes a goal great and successful. Weekdone takes a deep dive into the anatomy of a successful goal and breaks into pieces, so we could all learn how to set and achieve great goals.
Best Practices in Using and Implementing OKRs
- Why Set Objectives?
- What are OKRs?
- OKR Implementation
- Scoring your OKRs
- Regular Check-Ins
- Running Meetings
- Alignment
GI OKR Training en 20190312
This document discusses OKRs (Objectives and Key Results), a goal-setting framework used by many Silicon Valley companies to help teams communicate, measure, and achieve goals in an ambitious yet accountable way. It describes how OKRs originated from practices at Intel, and were later adopted by companies like Google, Amazon, and Microsoft. The document provides templates and best practices for implementing OKRs, including having 3-5 OKRs per quarter set at different management levels, with objectives stating where the organization is going and key results providing measurable targets. It emphasizes using OKRs to focus efforts, align teams, provide accountability, and encourage risk-taking and innovation.
Okr the ultimate guide to objectives and key results
The document provides an overview of Objectives and Key Results (OKR), a goal-setting framework used by companies like Google. It describes the components of an OKR (Objective, Key Result, Initiative), explains how to write effective ones, and outlines the benefits of OKRs, including improved focus, transparency, alignment, and employee engagement. OKRs trace their history back to 1954 and were popularized by their use at Intel and Google. The document serves as a comprehensive guide for businesses looking to implement the OKR framework.
Krezzo OKR Training Slides.pdf
Krezzo's "OKR Training Slides" is packed with an operational playbook, training materials, and OKR examples to ensure your program is on the right track. Register to access, and then customize as you wish!
3 Steps to Effectively Manage Goals
Setting goals is challenging as the goals must be wise and consider the organization's capabilities and market conditions. Goals should motivate employees and encourage sound decision making rather than risky behaviors. While SMART goals are useful for measurement, the fundamental question is whether the goal itself makes sense. Cascading goals from the organizational to individual levels is a start, but effective communication is also needed to ensure employees understand and can work towards the organization's overall strategy.
A Quick Introduction to OKRs
OKR stands for OBJECTIVE KEY RESULT. It is a system originated at Intel (Andy Grove implementing Peter Drucker’s Management by Objective system) and used by several companies such as Google, Zynga, LinkedIn, General Assembly to promote rapid and sustained growth.
Goal setting for Greatness
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ОЛЬГА СИДОРІНА "OKR та Performance management в стартапі" HR Connect
ОЛЬГА СИДОРІНА "OKR та Performance management в стартапі" HR Connect
Okr the ultimate guide to objectives and key results
Okr the ultimate guide to objectives and key results
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This document provides guidance on using Objectives and Key Results (OKRs) for goal setting and alignment. It outlines the best practice flow for setting OKRs, including determining overarching objectives, defining team and individual OKRs, and establishing initiatives and key results. It also discusses how to write good objectives and key results, and compares OKRs to key performance indicators. Management processes for OKRs including weekly check-ins, monthly reviews, and quarterly retrospectives are also covered.
OKR Alignment Structures.pdf
This document discusses different models for aligning organizational objectives and key results (OKRs) across multiple levels or teams. It evaluates the alignment quality and potential challenges of each model. The best practice model involves aligning OKRs across two levels, with the company-wide OKR linking to team-level OKRs. This provides clear ownership and accountability while avoiding excessive management overhead. More complex alignment models risk becoming confusing or allowing teams to work in silos without coordination. Effective OKR alignment requires open communication throughout the process.
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“Amateurs sit and wait for inspiration, the rest of us just get up and go to work,” wrote Stephan King.
And every time you achieve something, you get a sensation of satisfaction. This satisfaction is productivity that has come to life, fulfilled it's goal.
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High-performing teams have several traits in common that make them successful. Some of the key traits include embracing diversity of backgrounds, prioritizing work-life balance for all members, and maintaining laser-like focus on goals. These teams also engage well together both during formal meetings and outside of meetings through open communication. Fostering strengths of all members, healthy debates, and group cohesion are other characteristics of top teams.
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In November 2013 Weekdone (https://weekdone.com/) became the winner of pitching competition at Slush, one of the largest startup and tech events in Europe. We were the best out of 100 companies pitching. 2 years later Weekdone is a successful profitable companies, used for improving internal communications and team spirit from Fortune 500 to startups and SMEs. This is our winning pitch from 2 years ago when we got started.
How NOT to Run Your Company – Lessons Learned
The Internet is full of articles on „How to succeed“ and „How to build a great company“ But while following those guidelines we often forget that there's a lot you just can't do.
Learning from your own mistakes is good, but it's even better when you can learn from the mistakes of others.
Everyone's favorite billionaire and Republican presidential hopeful Donald Trump has said “Watch, listen, and learn. You can’t know it all yourself. Anyone who thinks they do is destined for mediocrity.”
Enjoy the slides and a sense of humor is advised.
Employee Burnout And How to Avoid It
Employee burnout is a state of constant stress. It's not an excuse for not working. It's a real problem that affects employees, leaders and, on a whole, companies.
We live in a world and culture where things, like work, must be done quickly, efficiently, and with little regard to our health. Side effects of such environment are seen in statistics: 72% of people are stressed, 67% consider switching careers and 85% feel like work intrudes their personal life.
There are a lot of ways for managers and leaders to reduce stress levels at work and to help their employees stay happy and productive. Check them out!
15 Powerful Team Building Quotes to Inspire Successful Teamwork
Read more: https://blog.weekdone.com/team-building-quotes-inspire-teamwork/
No matter what situation you are currently in, your success as a leader depends on your ability to build and inspire a team. Here are 15 keys to successful teamwork and 15 great team building quotes to inspire it.
Don't underestimate the power of team building quotes. They are a great source of inspiration. Furthermore, team building quotes are a great way to start or end a team meeting.
Read further: https://blog.weekdone.com/team-building-quotes-inspire-teamwork/
7 Questions You Must Ask When Setting Goals
How to set effective, actionable team goals? Read more: https://blog.weekdone.com/team-goal-setting-questions-to-ask/
The closer we get to the end of the year, the more serious people become with goal setting. That's not a surprise, since we all tend to pursue our goals more likely after a birthday or the first of the month.
Nevertheless, as a team leader, you can't wait for the appropriate moment to set and communicate team goals. You need actionable plan now, today.
Here are 7 questions you should ask when setting team goals. These questions help you reflect on the process and come up with objectives you really need to nail:
1. When is the right time for goal setting?
2. Have I written down the team goals?
3. Can everyone view the objectives?
4. Are my goals SMART?
5. Are all objectives aligned?
6. Am I out of my comfort zone?
7. What is the next step?
Read more: https://blog.weekdone.com/team-goal-setting-questions-to-ask/
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Read the full post at: https://blog.weekdone.com/lead-or-manage-6-symptoms-micromanager/
Although we can't say where the line between management and micromanagement lies, it's quite common that employees are able to spot micromanagement behaviors from miles away. Yet, managers rarely view themselves as such.
According to statistics, 79% of employees have been micromanaged at some point or another. Some choose to put up with it, some fight back and others choose to leave. Nevertheless, 91% of managers are unaware their micromanagement behaviors might cause people to leave. Since they don't get feedback, it's difficult to change something you're not aware of.
Here are 6 common symptoms micromanagers share. It's time to reflect and see when was the last time you practices some of these behaviors. Or perhaps when was the last time your manager was reluctant to delegate or got stuck in the details?
Read the full post to discover cures and get a full description: https://blog.weekdone.com/lead-or-manage-6-symptoms-micromanager/
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This document outlines 10 team motivation killers and provides suggestions on how to fix them. The motivation killers are: 1) inadequate rewards, 2) awful office space, 3) no self-development, 4) inefficient collaboration, 5) negative people, 6) fear of failure, 7) lack of clear goals, 8) micromanaging bosses, 9) useless meetings, and 10) wasting team time. Suggested fixes include clearly defining a rewards system, rethinking open office layouts, providing training opportunities, asking for team input, measuring employee happiness, not punishing mistakes, implementing objectives and key results, giving freedom to the team, properly preparing for meetings, and using collaboration tools.
30 Rules to Follow for an Effective Team Meeting
Most professionals waste almost 3.8 hours a week on unproductive, poorly prepared meetings. We need a solution.
Weekdone (https://weekdone.com) built a fun free interactive meeting assistant Team Meeting Checklist (http://teammeetingchecklist.com) that helps save time and increase focus on these time consuming meetings.
Taking together different researches we came up with a list of guidelines that offer a pretty clear glimpse to how an effective team meeting should look like. Going through the list one by one might be time-consuming, which is why we built the interactive version of the list called Team Meeting Checklist.
Quoting ArcticStartup: "Real secret ingredient of the meeting manager lies in the checklist, or the list of 25 criteria, which, according to Weekdone, takes no more than 5 minutes to go through (while potentially saving several working hours that would've otherwise been lost due to crappy meeting orchestration)".
The idea behind Team Meeting Checklist is simple: before each gathering, the team leader takes 5 minutes to go through the checklist and create a meeting invite including the most crucial details. The system will send an automatically compiled email to all participants, summarizing details and ground rules for the upcoming meeting. This simple solution acts as a meeting reminder for the participants and social pressure tool to honor the effective meeting criteria for the leader. Furthermore, it provides a fantastic base for giving feedback and reflecting on the progress.
Which are the guidelines you tend to forget the most?
Learn more from our blog (https://blog.weekdone.com/criteria-for-effective-team-meeting/).
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10 ways to improve internal communication. Practical tips to increase employee engagement, improve company competitiveness and build stronger teams. Presented by Weekdone (https://weekdone.com/) internal communication tool for leaders and managers. Try it for free in your team.
10 ways to build stronger, more successful teams. Be a better manager.
How to be a better manager, a top leader for your team? See the practical steps in the new Weekdone (http://weekdone.com/) infographic below.
Leadership and management are a mix of art and science. Gut feeling and emotions are definitely important. Having good tools, organized processes and methodologies can still be an immense help to any leader.
So how do you build stronger, more successful teams? Below are 10 simple ways. We analyzed what are some of the top processes and practical tips from world's greatest leaders. Statistics prove the point.
These are all practical suggestions. You can implement them in your team already today. Try them out, if you haven't. Start by saying something nice to one of your team members right now.
For some of these actions, using Weekdone team management tool can save you a lot of hours. It will automate the best practices in just one click. Give it a go for free at: http://weekdone.com/
See the related infographic: https://blog.weekdone.com/10-ways-build-stronger-successful-teams-infographic/
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Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
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OKRs: How Google Achieves Company Goals
- 1. Objectives and Key Results OKRs: How Google gets great results.
- 2. Objectives Set quarterly Company, Team and Personal levels Ambitious, Actionable and Time-bound
- 3. People with written goals achieve 10 times more than others!! GOAL SETTING of people have no goals set of people have goals set in their mind of people have clear written goals 84% 13% 3%
- 4. Key Results 3 - 4 Key results to each objective MEASURABLE Difficult, not impossible
- 5. SMART objectives and Key results Specific Measurable Achievable Realistics Time-bound
- 6. RKO “I remember being intrigued with the idea of having a beacon or north star every quarter, which helped set my priorities. It was also incredibly powerful for me to see my manager’s OKRs, and the OKRs for my peers. Andy Groove, pioneer of OKRs
- 7. Google All OKRs are public: everyone knows what others are doing Objectives set as high as possible Key results set on a scale of 0.0 - 1.0
- 8. According to Google, failing to meet your OKR goals is better than overshooting them by a wide margin.
- 9. Weekdone of Managers using Weekdone value OKRs highly of Managers say Weekdone OKR system is easy to use 70.3% 73.9% MANAGERS USING WEEKDONE
- 10. “Use OKRs to make your mission real, feeding your company’s culture and sense of purpose. Link your objectives directly to your company mission, where the means are clearly defined as key results. It will keep the entire company unified and moving in the right direction.“ Jeff Weiner, CEO of LinkedIN LinkedIN
- 11. In an organization of 1000 employees, moving a workforce from low to high engagement can have an impact of over $4.2 million
- 12. Start using OKRs with Weekdone now! weekdone.com CLICK TO START
- 13. LEADER'S GUIDE TO MOTIVATE PEOPLE AT WORK INTRODUCTION TO OKRS 9 UNIQUE TRAITS OF HIGH-PERFORMANCE TEAMS to Motivate People at Le ader'sGui de Work RELATED CONTENT