Performance, Appraisals, Talent
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Recommended by Sirisha Bhamidipati
~There should be a broad organisational OKR and then each team should set their own individual OKRs to support that.
~OKRs should be fixed into weekly team meetings. Discuss the results, problems and solutions around it.
~Never change your OKRs midway. Learn to own shortcomings and failure. Observe, adjust and try next time.
Common OKR Mistakes
1. Setting very short OKRs:
Organisations at the pre-product/market-fit stage should avoid using OKRs as the focus and requirements change frequently.
2. Setting too many objectives:
The aim is to maximize focus and achieve results. Try setting only one objective. The larger the organisation, the more high level the objective should be.
3. Setting a metric-driven Goal:
The objective should have character and personality. It should be able to offer sentimental value and a sense of accomplishment to employees once achieved.
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1. No prioritization of our goals:
Since nothing is ranked, all goals are deemed important leading to a lack of efficiency and focus to complete each task.
2. Lack of obsession and comprehensive expression of the goal:
To achieve key goals, it is important to remind yourself about the goal daily. Be committed to it.
3. No plan or layout to achieve goals:
Having ambitious goals is good. But without having a plan or a strategy to get there, it is pointless and a waste of effort.
4. No time for the things that really matter:
A result of lack of prioritization. Focus on committing sufficient time to the things that really matter.
5. A tendency to give up
Many organisations frequently give up on the first attempt, abandoning a goal if it is not achieved the first time. Wodtke suggests avoiding a lack of follow-through by trying again and iterating the goals constantly.
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