Before even thinking about adopting OKRs, let us address a few questions. These questions may seem very basic but are of vital importance since they will reveal some underlying facts. These facts are going to play a key role in informing your process for goal setting.
Goal setting process owner
Following questions should be addressed by the HR/Ops/Program management/Executive department. Basically, whoever owns the goal setting process should document responses to the following questions.
Are we setting goals at the moment? (possible answers – yes, no)
If yes, what is the primary purpose of doing goal setting?
If no, why not?
Are we satisfied with the status quo? Do we want to introduce goal setting (if we did not have it already) or do we want to improve something (in the existing goal setting process)?
Following questions should be answered by all employees (preferred anonymously).
Are you satisfied with the status quo? Do you want the company to introduce goal setting (if it wasn’t there already) or do you want the company to improve something (in the existing goal setting process)?
How frequently do you update your goals?
How frequently your manager shares a feedback with you on your goals’ progress?
Do you feel that achievement/failure of your goals can be measured objectively?
Do you see a connection between your day-to-day tasks and your goals?
Do you feel that you have a say in setting your own goals?
Do you feel that you have a say in setting your team’s goals?
Do you feel that you have a say in setting your company’s goals?
Do you feel inspired by your goals?
If we were to implement/improve our goal setting process, what suggestions would you have to make it more meaningful?
Use free survey tools/google forms to gather responses & keep them for future reference.