No, the OKR framework promotes collaboration and alignment throughout the entire organization. This means that during the localization process, each team takes into account the OKRs of their direct superiors. For example, the HR team considers how their objectives and key results impact not only their own team’s goals but also the sales and product-related OKRs. This ensures that everyone is working towards the same overarching business goals and strategy execution.
FAQ in this section
- Does each business function work on a different OKR from the ELT?
- Can we change our OKRs after we set them?
- How can I change my OKRs?
- Can I update someone else’s OKRs?
- How do I help my teams do OKRs better?
- How do you deal with goals that span longer than three months?
- We achieved our KR and that was great. Now we want to maintain our performance at that level. Should we put the same KR for this next quarter?
- Can OKRs be modified or updated periodically?
- What happens at the end of an OKR Period?
- How do we make sure that OKRs get worked on?
- What’s the best way to make sure everyone is on the same page and knows how to use OKRs within the organization?
- What is the rhythm/cycle that OKRs are set?
- Do we always roll over our OKRs we didn’t fully achieve to the next quarter?
- Can I use OKRs to test a new idea or are OKRs only for things we already do?
- What is the difference between a retrospective and review?
- When should I update my KRs?
- How to work with shared OKRs?