Objectives and Key Results(OKRs) are a popular framework for setting goals and measuring progress. However, as with any tool, there are inevitable mistakes that can be made when using OKRs. In this article, we’ll discuss the top 10 OKR mistakes to watch out for.

Common OKR Mistakes to Avoid

1. Setting goals that are narrow in scope

One mistake is setting goals that are too narrow in scope. Goals should be ambitious and challenging but still achievable. Another mistake is setting goals that are not specific enough. It’s essential to be clear about what you want to achieve with your OKRs.

OKRs are intended to be long-term and are unnecessary for every business model. For example, if you are launching a new product, it may be better to set short-term goals. OKR goal-setting best practices involve setting the correct number of OKRs for the right business objective.

2. Involving the wrong people

Another common mistake is not involving the right people in the process. When setting OKRs, involving employees at all levels of your enterprise is crucial, bringing everyone on board with the goals and committed to achieving them.

Both top-down and bottom-up approaches must be given due importance in OKR methodology. Additionally, your employees should be trained to know what OKRs are and how they can be used to improve productivity and performance.

3. Setting OKRs that are unaligned with your enterprise

Some enterprises set OKRs that are not aligned with their business strategy. It can be frustrating for employees. Therefore, ensure that your OKRs are aligned with your enterprise’s overall strategy.

Employees should know achieving their individual OKRs goals contribute to your enterprise. You should communicate the purpose of your OKRs and how they are being leveraged. It creates a more unified team that works towards common goals that benefit your enterprise.

4. Not tracking progress regularly

OKR tracking should occur frequently. Running weekly updates is the recommended way of tracking OKRs. It helps your team ensure they’re aligned with your business objectives and allows them to course-correct if necessary.

OKR goal-setting software can be leveraged to monitor your OKRs and get real-time feedback. You can monitor your OKR progress from an intuitive dashboard with several user-friendly features.

5. Your OKRs have no accountability

OKRs are primarily data-driven. They are monitored by regular check-ins, objective grading, and continuous reassessment. While this provides some accountability, it is essential to dedicate a capable individual who takes charge of the entire process. The OKR Master can guide the OKR process and be there for support if necessary.

6. Setting a disproportionate amount of OKRs

disproportionate number of OKRs. There may be so many objectives that the key priorities get lost, or you might link one key result per objective, which may not be enough to achieve the objectives.

OKRs work best with only 3-5 objectives per department every quarter. And having 2-4 key results for each objective is a good practice. It will not overwhelm your employees and establish the correct priorities for enterprise-wide goals.

7. Setting Goals that are too high or too low

Ambitious objectives may be good, but having unrealistic ones will defeat the purpose. Unachievable goals will demotivate your employees instead of empowering or challenging them. On the other hand, goals that are not challenging enough will cause your employees to stagnate. If your OKRs are too high or too low, the OKRs will lose their purpose and fail to create impact.

Adopt a gradual process instead of aiming too high or too low. Start with ambitious but realistic goals. Check your team’s performance and adjust accordingly. Finding the middle ground would work best.

8. Using OKRs for Daily Tasks

OKRs are meant to be long-term and not for daily tasks and requirements. Instead, use the daily tasks as methods to achieve your objectives and key results. Treating OKRs as a task checklist for everything that needs to be done is one of the most common OKR mistakes.

Distinguish your top objectives from the tasks and minor accomplishments. Better still, list the initiatives to be taken for each key result, and keep them separate from the daily workflow of your enterprise.

9. Using OKRs for Performance Evaluation

OKRs are meant to drive innovation and growth and are often ambitious. Achieving 70% towards an ambitious OKR is good and allows your employees to work without the pressure of meeting a specific target. Using OKRs in performance management is a mistake since performance evaluation is often linked to compensation and benefits. If the numbers are the only benchmarks, employees will aim toward setting lower objectives, which defeats the purpose of OKRs.

The OKR framework is a management tool and not an evaluation tool. You want to encourage employees to push their boundaries. OKRs must be aspirational for employees to innovate, rather than simply meeting goals to advance up the corporate ladder.

10. Giving up too soon

Several enterprises expect to see results within weeks of setting their objectives. They seek immediate results without providing their employees enough time to work towards achieving their goals. Leaders tend to give up on OKRs if they don’t see a change immediately.

OKRs require patience. They need time to show results. As with any new methodology, your team must get familiar with them and work with a new framework. The results will likely only be visible from the third or the fourth cycle. Do not give up on OKRs too early, as they will pay off in the long term. Engage with OKR experts to understand how long it will take to show results and refine the process.

Conclusion

OKR methodology is gaining popularity but can be confusing for beginners. Consulting with specialists can take you where you want your employees to be quicker. All you need to do is ensure the Objectives are specific, measurable, achievable, relevant, and time-bound. Equally importantly, ensure that the key results are quantifiable and verifiable. Know that reviews and adjustments are part of the process. And finally, avoid the listed mistakes and move forward by bringing the OKR methodology into your enterprise.