In a Gartner survey of 317 CFOs and Finance leaders in March 2020, 74% intend to move at least 5% of their earlier on-site workforce to permanently remote positions in the new normal. This implies that post-COVID-19 organizations must completely redesign themselves and thus leverage all work-from-home possibilities. In this context, organizations opting for the OKR methodology see a lot of benefits, including focus, alignment, tracking, and agility. These benefits of OKRs become even more evident in the new normal. Note that using the OKR framework not only organizes companies but also compels them to adopt goal prioritization and evaluation patterns. Once objectives and key results become part of your company culture, you transform abstract aspirations into tangible results.
OKRs aid leaders aspire for the company, keeping its mission, vision, purpose, and values in mind. They then aim their combined efforts in the direction they want for their company’s growth. OKRs help them to become outcome-oriented rather than focusing just on the output. Besides, implementing the OKR methodology brings transparency to organizations. Individually, objectives and key results help individuals connect well to the company’s purpose. Your employees can thus gain a sense of purpose and contribution, even when working remotely.
In the novel economy, OKRs urge employees to own their goals, thus empowering them with autonomy. You can even align your staff amongst company levels through top-down or bottom-up alignment. Alignment is an integral part of the OKR structure and keeps your company on track. OKR alignment demands communication and farsightedness on the part of your employees. Hence, they don’t feel isolated, finishing day-to-day tasks with no sense of purpose. They have bigger all-embracing organization goals in front of them. As employees track their OKRs, they can better see how their work contributes to the organization, thus building connections and driving engagement.
Besides, OKRs are making it easy for companies to navigate the business in the new normal due to the shifting mindset of employee productivity. The mindset has shifted from measuring results and impact to gauging individual activities. This is a fundamental change post coronavirus, bringing in a culture of transparency with OKR progress available to everyone. The adjusted view on employee productivity is ideal for the OKR methodology. In addition to measuring results, employees learn about their contribution to the team, departmental, and organizational goals. This way, they can find out how they played a role in moving the needle with trackable objectives and key results.
It is worth noting that navigating the new normal has brought forth organizations – a novel challenge. In response, the OKR methodology provides a solution, helping teams with better focus, engagement, and alignment.
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