While OKR and performance management are gaining popularity for being effective methods for. Agile goal management, the traditional performance management approach is getting more and more backlash. At a quick glance, OKR and performance management appear to be a. Great fit for each other. OKRs transmit strategies through clear and. Measurable objectives while the performance management. Tool ensures that it is. Delivered optimally.
Both the concepts of OKR and performance management are generally mentioned in the same breath as they revolve around boosting the performance of the organization. However, both of them are different entities having their own distinct strengths. To be specific, OKR helps you to enhance visibility and accountability but linking them to performance assessment might end up getting your organization into trouble. Finding the best OKR for performance management platform for the organization has become a matter of when and not of if anymore.
OKR and performance. Management serve as management platforms that are designed to. Enhance business performance. However, both of them guide goal accomplishment in distinct ways. So, let us take a glance at what OKR and performance management is along with that is the difference between both of them.
What are OKR and performance management? How are they different?
Meaning Objectives and Key Results, the word OKR stands refers to the modern method for goal setting and people management. One of the most unique benefits of this method is that it links the qualitative objective with about two to five quantitative goals each. This allows the organization to translate the vision and strategy into measurable objectives that prove to be far more tangible for your employees and teams. Typically, OKRs are established each quarter so that the organization is. Able to adapt to any changes quickly. No wonder, companies now make it a priority to use the best OKR for performance management for their organization.
On the other hand, performance. Management is the methodology used to ensure that a set of actions lead to achieving the organizational objectives effectively and efficiently. OKR for performance management facilitates you to be attentive to the performance of the organization, departmental teams, and employees. In addition to this, it also allows you to have an eye on the processes being used for attaining certain tasks.
Performance management is primarily used for measuring the performance of the business. On the other hand, OKRs are used for steering the improvements in the company and teams. When performance management is focused on individual employees, OKRs are majorly focused on the organizational teams. Performance management is risk-averse and is often tied to compensation but the OKRs are ambitious in nature and hence are never supposed to be linked with compensation. When it comes to performance management, the same things are measured throughout the months but the case is not the same for the OKRs where new OKRs are established every quarter.
Even though they differ, OKR and performance management have become a necessity and not a luxury in today’s era.
How do organizations benefit from OKR and performance management?
Clarity and a specific number of OKRs enable the employees and teams to narrow down their focus on what matters the most for the organization for that specific time period. This is why it is often recommended to have only 2 to 4 objectives for every team along with 3 to 5 key results for the set objectives. Anything that doesn’t demand the focus during that respective quarter can be easily moved to the next cycle. Therefore, the workforce focuses on only the high-impact objectives.
Going beyond expectations
Being ambitious in nature, OKR motivates the employees and teams to think beyond the boundaries of what appears to be possible and find innovative ways to attain remarkable outcomes. OKR methodology is formulated in such a manner that it assists the teams in thinking out of the box. This is the sole reason that the average score of OKR being achieved should never be beyond 70% to 80%. So the organization should be understandable and experienced enough to accept these results rather than asking employees the reason for not attaining their OKRs completely.
Unlike the traditional overly stretched strategic planning, OKRs involve shorter objective cycles. This enables the organization to adapt and adjust whenever they face a change or a challenge. Such a methodology goes a long way in reducing the potential risk and wastage of time or resources. Towards the end of every cycle, the organization sits and analyzes the results obtained and if needed, they adjust the established OKRs. Younger firms work with even shorter tactical OKR cycles, that last for around 6 to 8 weeks.
Accountability plays a huge role in driving an organization towards the desired success. However, establishing accountability is never easy. Often employees think of accountability as working in a culture of blaming. Not only is this completely wrong but extremely detrimental to the organization in numerous ways. Accountability helps you to define the vision. Morale, and objectives of the organization and helps everyone in understanding what is being expected from them.
Having a performance management. Tool enables you to have a workforce that is usually highly motivated. It will help you to determine the employees who put in their best work and perform outstandingly. The management used the data obtained for giving transfers, promotions, and rewards to the employees. When the employees realize that the organization rewards the high-performing employees, they tend to boost their motivation and work effectively and efficiently.
Organizations that work with an angle performance management system have turnover rates way lower than the ones that do not have a performance management tool. A high rate of staff turnover has the potential to damage your organization severely. Not to forget the negative impact on the morale of the staff and their working ability. Performance management allows the organization to regulate the performance of the employees regularly. The feature of feedback also plays a big role in increasing employee retention.
OKR and performance management are the most significant ingredients to cook the recipe of a successful organization. No matter what industry your organization belongs to or what size it is of, OKR and performance management are what it needs to thrive. JOP is a renowned OKR and performance management tool that enables organizations to attain the desired results and success.