OKR prestatiemanagement: Hoe u doelen stelt die hoogpresterende teams mogelijk maken

Traditional performance evaluations often feel aimless and disconnected from the company's 'true north.'

Arbitrary targets shared in annual performance reviews can drive some good outcomes in an employee's performance – but not often. And they don't match up with the 'bigger picture.'

OKRs and performance management are familiar concepts in business, but they're not always brought together as they should be. So, we think there's a clear opportunity to combine the two to enable organizational success from top to bottom.

This involves shifting from a once-a-year evaluation approach to a continuous, goal-oriented journey, getting every team member facing the same direction toward your company's vision. 

This article takes a deep dive, analyzing:

• How well-targeted OKRs can transform your team and company performance targets to achieve remarkable business results.
• How to ensure key results are quantifiable and aligned with your overall company strategy.
• Strategies to ensure your OKRs are well-crafted, effective, and motivating.

🎯 What is OKR performance management?

Let's start with OKRs. OKR stands for Objectives and key results. They're used as a goal-setting framework designed to help you set and track progress toward business objectives.

• Objectives are high-level, qualitative goals that define what you want to achieve. Objectives are aspirational and motivating and should align with the organization's vision and strategic goals.
• Key results are a set of metrics that measure progress and success toward these objectives. Key results should be quantifiable and achievable and lead to objective grading. They act as milestones or specific results you want to achieve as part of an objective.

OKR (Objectives and Key Results) performance management is a framework for setting, communicating, and tracking organizational goals and outcomes. It's a methodology for defining and tracking objectives and outcomes, promoting alignment and engagement around measurable goals.

OKR performance management, then, is a framework for enhancing your performance management. It's a strategic approach integrating a traditional OKR framework with your performance evaluation processes.

Managing employee performance is an ongoing process of development – not an annual one-off. So, this fusion creates a unified direction for your team's efforts and provides clear metrics for progressing toward achieving great things.

OKR performance management is particularly effective in fostering a results-driven culture that emphasizes measurable outcomes and constant (re)alignment with the organization's strategic direction.

How an OKR performance management cycle works

1. At the beginning of a cycle (usually quarterly or annually), individuals, teams, and the organization set objectives.
2. Each objective has 3-5 key results.
3. Each individual, team, and department will regularly monitor progress on these key results. You can use a scoring system to measure progress toward the objective clearly.
4. At the end of the cycle, all levels review their OKRs to assess what was achieved and to learn from the experience.

📈 5 Reasons OKR performance management is a strong alternative to traditional performance management

The Human Resources landscape is crying out for a more dynamic, transparent, and collaborative approach to performance management.

This performance management tool stands as a powerful alternative to traditional methods for various reasons.

1. Better alignment and focus: One of the primary strengths of OKRs is the alignment it creates across the organization. OKRs ensure that everyone, from top executives to frontline employees, is working in a unified direction by setting key results directly linked to broader organizational goals. This alignment creates a sense of purpose and focus throughout the firm, meaning everyone's efforts are concentrated on achieving the most critical business outcomes.
2. More agility and adaptability: Traditional performance management systems, often anchored in annual or bi-annual cycles, can be too inflexible for fast-paced businesses. In contrast, OKRs bring a more agile and adaptable methodology. OKRs help create quicker adjustments in response to changing market dynamics, technological advancements, cultural changes, or internal shifts, enabling companies to stay ahead of the curve.
3. Enhanced transparency and collaboration: OKRs champion an open culture and usually mean that goals and progress are shared transparently across the organization. This brings team members onto the same page and makes collaboration more likely. Teams gain visibility into what others are working on and understand how their objectives contribute to broader company goals, promoting interdepartmental cooperation and shared success.
4. Improved employee autonomy and engagement: Moving away from the traditional top-down approach, OKRs encourage individual employees to have a say in setting their individual goals. This empowerment brings them greater autonomy, motivation, and drive for innovation. When employees are involved in the goal-setting process, they're more engaged and invested in the outcomes of their work.
5. Continuous feedback loop: Unlike traditional performance reviews that are typically annual or bi-annual, OKRs encourage ongoing check-ins and reviews. This continuous performance development method enables real-time adjustments, coaching, and development opportunities. It creates a culture of continuous performance management, with employees getting timely support and guidance. As time passes, this makes them more effective on an individual level and opens up better career paths for them. It's a key bridge in the integration of performance and talent management.

➡️ If you'd like to review alternatives for planning your goals, check out our guide to goal-setting frameworks.

🪜 Step-by-step guide to implement an OKR performance management system

If you want to improve your performance management, you're best off doing it systematically. Here's a practical plan you can follow that'll get things moving.

1. Define your organizational objectives

First things first – what are you all working towards?

Start the process by articulating the high-level objectives that manifest your company's vision. If you're at the stage of creating a performance management process like this, you've probably already got the high-level goals planned out. 

So you could copy them from elsewhere, but it's also a good opportunity to refresh your memory and reiterate where the company is headed.

⚠️ This is a foundational step in aligning your employees with your company goals – so don't skip it!

2. Decide on a time frame

OKRs are usually set on a quarterly, bi-annual, or yearly basis. Choose a timeframe that best suits your business dynamics and allows enough flexibility and responsiveness to change. Any more granular than this, and you risk overwhelming employees and complicating the process.

3. Make sure everyone gets the system

Next, it's time to communicate and educate people on the concept of OKRs to cement their understanding. 

Your people have to know: 

• What OKRs are. 
• What their purpose is. 
• What are the benefits they'll bring to individual performance and team goals. 

⚠️ Effective communication and education about OKRs will lay the groundwork for a smooth implementation when you roll them out. A short document with FAQs might make it easier to digest.

4. Define departmental and team OKRs first

You'll begin by setting OKRs at the departmental or team level. The focus should be on aligning team objectives with the broader organizational goals. This alignment gives each team's efforts a meaningful contribution to the company's overarching objectives. 

🔢 Need more guidance on this part? Read our guide on how to set OKRs.

5. Move to individual OKRs

After establishing group OKRs, we move on to setting individual OKRs to drive their daily activities and initiatives.

You should orient employee performance goals so that they contribute to the wider picture.

Imagine a departmental OKR is about encouraging employees to stay in the company long-term. The specific results might be to decrease turnover by 10% in a year. An individual OKR supporting these would contribute to that goal, such as achieving an improvement of 15% in the department's employee satisfaction scores on the next internal survey.

6. Integrate with the right tools

Now, it's time to use OKR software or platforms to track and manage everyone's objectives and results.

These tools can provide valuable insights into progress and areas needing attention, making the management of OKRs more efficient and effective. 

You might have to experiment a little to find the best OKR software for your organization, but it'll be worth the effort, as doing this will have a long-term impact. 

⚠️ You can always use them alongside performance management tools to make the project even smoother.

7. Kickstart a review and adjustment loop

Regular check-ins are essential for reviewing progress on OKRs and helping everyone adapt to changes. These can be weekly or monthly but should be consistent to provide plenty of opportunities for real-time feedback.

During performance reviews, you'll reflect on how achievable the key results are in practice and highlight whether or not adjustments need to be made.

📝 Free-form conversations can be really insightful during this process. Still, you can also use a performance meeting template to steer it toward the most valuable outcomes.

⚠️ To make them even more valuable, come prepared with the most effective one-on-one meeting questions.

8. Remember to reflect on the results

At the end of each OKR cycle, take the time to review everyone's accomplishments, the challenges they've faced, and what they've learned. 

⚠️ Collecting feedback during this phase is crucial for understanding what worked and what didn't.

Gather employee feedback to ensure the goals resonate with the team and change course if things aren't working out. This feedback mechanism will help you fine-tune objectives to better suit the team's capacity and abilities.

9. Celebrate achievements

Party time! 🥳

All that striving for greatness needs a prize at the end of the road. However you'd like to do it, you have to acknowledge and reward both teams and individuals for their accomplishments if you want to keep them believing.

Stella Kim of HRCap Inc. suggests being mindful of people's inclinations when you're bigging them up:

"Each person may also have a different preference for how they want to be recognized in a public or private setting. We can normalize giving each other more positive feedback (not just constructive feedback) and giving due credit."

10. Iterate and refine along the way

Use the insights from reviews and feedback to refine the OKR process for the next cycle. Continuous improvement of this process is as significant as the goals themselves. It's time to change how you do things if anything's not working.

Just like a continuous employee feedback process, it's got to be an ongoing thing. Small iterations over time with marginal gains can lead to massive success.

11. Maintain training and development

Offer ongoing training to ensure all employees are well-versed in your OKR concept and processes.

At this point, if everyone's generally happy with the process, you should be offering support to those who might have fallen short of their objectives. This will help them improve in the next cycle and be more closely aligned with what you're trying to do.

This is where you can work to identify and address more employee development areas: 

• Do they need better time management? 
• More diplomatic conflict resolution? 
• Training in specific technical competencies?

⚠️ Whatever issues arise, investing in an employee development plan for whoever needs help is essential.

12. Future-proof your OKR process

Finally, remember to continuously adapt and enhance your OKR performance management system to serve the needs of your business.

Consider incorporating an AI performance management solution to leverage predictive analytics and automated tracking for a more data-driven approach.

While you can't outsource everything to AI – especially in the complicated world of managing human psychology – you can use it to massively speed up your processes. AI-powered platforms can often take the repetitive, data-crunching work off your plate, allowing you to focus more on the creative and interpersonal stuff. Why not give it a try?

➡️ Achieve more with Zavvy: Transform goals into reality with OKR performance management

As we've covered, embracing OKRs in the performance management process accelerates and improves your team's efforts. Imagine the synergy when each team member understands how their efforts contribute to the big picture.

Using goal management software like Zavvy within your company makes it easier to set clear, aspirational targets that push things further.

Adding performance review software to the mix will streamline your performance management process, eliminating the need for manual reminders and the hassle of managing scattered spreadsheets. 

With Zavvy, you'll be able to:

• Set ambitious yet achievable objectives.
• Define key results that quantify success.
• Track goals automatically.
• Add goals to performance review forms (for multiple reviewers: peers, managers, direct repo
• Conduct regular check-ins to track progress.
• Adjust tactics dynamically in response to employee feedback.

It's a powerful way to take your performance management system to the next level, refining your approach to not just chase objectives but to catch and surpass them.

Measuring a change in performance is one thing. But actively improving performance while you do it is a game-changer for your employee development. You can see your employees develop their skills and competencies with our performance development software.

Want to give it a try?

📅 Book a free demo today if you're ready to drive growth with the most innovative performance management software.

❓Frequently asked questions

How do OKRs differ from traditional performance goals?

OKRs (Objectives and Key Results) differ from traditional performance goals in their structure and focus. While traditional goals often state a general objective, OKRs provide a clear, measurable pathway to achieve these objectives through key results.

So instead of aiming to "boost website traffic," an OKR might specify "increase web traffic by 10% per month by focusing on content marketing and social media budget increases." This approach defines the goal and sets specific success metrics and directions for achieving it.

How is OKR different from goal setting?

OKR differs from standard goal setting by emphasizing alignment with the organization's strategic objectives and including measurable key results. They're used as a more dynamic framework that fosters transparency, accountability, and alignment of individual efforts with the big-picture organizational goals. Regular reviews and adjustments are also integral to the OKR approach, ensuring that goals remain relevant and teams can respond quickly to changes in the business environment.