In an increasingly competitive environment, companies are trying many new methods to achieve success. Agility is now one of the most important competencies to be had in this period. OKR shines like a light for the future of companies. So, what is this OKR, why is it important for companies and how is it applied in human resources processes? Let’s have a look.
The OKR method (Objectives and Key Results), put forward by Peter Drucker, is a roadmap that reveals the rapid and agile realization of company goals by defining them. Regardless of the sector, department, or company, it efficiently focuses the employees on the main objectives and creates an agile management process. OKR’s history is not very close. Introduced in the 1950s, OKR was discovered by rapidly growing companies with the successful use of Google’s growth strategy and started to be applied in the managerial strategies of companies.
OKR enables all departments and employees of the company to see the whole picture on the road to success. In this way, all individuals determine the priorities for the institution in the work they will do and see the tasks that need to be focused on.
OKR, “where do I want to go?” and answers questions such as “what do I want to achieve”. In this method, objectives; while possessing qualitative, elusive but desirable, and always value-oriented features; Key results, on the other hand, should have specific, quantitative, result-oriented features that can be realized within the specified time frame.
OKR includes interdepartmental collaboration, open communication, employee motivation and engagement, and benefits such as focus, speed, and agility. It shows what work should be done by the employees on the way to the goals, and provides competencies in focusing and prioritizing.
It increases the team spirit as a result of strong communication by including all employees in the organizational business processes of the companies. OKR provides transparency for individuals to achieve the best, while also increasing autonomy by supporting employees in taking initiative. It creates an agile management process as a result of reasons such as clarity, harmony, adaptation, and speed. You will appreciate that in the competitive environment of the 21st century, what companies need most is speed and adapt to it!
The superpower OKR, which creates an environment where employees can work with purpose, has been applied by many successful companies (Intel, Google, LinkedIn, etc.) and has achieved great results.
How the OKR method is applied in HR applications: