OKRs, or objectives and key results, can help you motivate sales reps to go beyond the basics and strive for more. While KPIs, or key performance indicators, focus on specific, day-to-day performance, OKRs focus on the bigger picture. These specific, measurable objectives should challenge your team to achieve ambitious results.
How do you go about writing OKRs? According to writer Matt Ellis, it isn’t difficult to craft OKRs. However, they need to be written in an effective way. In this issue of PromoPro Daily, we share his guidance for writing inspiring OKRs that are both ambitious and achievable.
1. Focus on one goal at a time. If you list too many goals, your team won’t know how to prioritize them. This, Ellis says, undermines the point of using OKRs in the first place. He recommends focusing your OKRs on one primary goal and then moving on to another goal after you’ve accomplished the first one. Make sure you outline what you want to achieve in simple, easy-to-understand terms.
2. Keep things realistic. Remember that OKRs should be practical and achievable. You can have big goals, but if you set the bar too high, it won’t help. Ellis suggests using a more reachable goal for your first OKR and then elevating the next one. Be sure to use metrics that are easy to measure. For example, he says instead of using a metric like “popularity,” you could measure “number of sales” or “number of inquiries.”
3. Ask your team for feedback. As a leader, you can spearhead the development OKRs, but they work best when it’s a team effort. Ellis advises factoring in everyone’s input before finalizing anything. Everyone has their own perspective, so get input from your staff on whether they think different metrics are realistic and obtainable.
4. Regularly review your OKRs. Don’t just set them and forget them — routinely check in and track your team’s progress. By regularly reviewing things, you can adjust as needed. Ellis says it’s best to set regular intervals for reviewing your key results and revising the OKR as necessary. He adds that you might also want to remind your team of the OKR in meetings and performance reviews.
Don’t overthink it when it comes to crafting OKRs. Otherwise, you may create unnecessary pressure and make the process feel overwhelming. Instead, focus on simplicity, clarity and alignment with your company’s overall goals. OKRs are meant to be flexible, so you can always adjust according to your team’s changing needs or challenges.
Compiled by Audrey Sellers
Source: Matt Ellis is a content writer who contributes to the Grammarly blog, among others.
