Get the HR out of OKRs

Executive Summary

There are two separate issues here: First, what are the organization’s OKRs? Second, how do we create an environment that ensures the successful implementation and execution of these OKRs?

All leadership and OKRs practices are 20% technical and 80% social. So, the problem boils down to this – organizations often assign HR responsibility for building the OKR solution because they own 80% of the equation. However, most HR teams fail when setting the OKRs, leading to a failed OKR solution.

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Get the HR into OKRs

Executive Summary

Objectives and Key Result (OKR) solutions need a combination of technical factors (procedures, dashboards) and social factors (practices – what we do) to be successful. The social factor, practices, needs to be enabled by dashboards that give accurate feedback quickly in order the encourage the right behaviors.

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With a simple Google search someone can find many articles about how to design a great dashboard as well as key principles to follow. This post is not about this. We will not talk about great dashboards, we will talk about the right dashboards. But what do we mean by ‘right dashboard’?

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