Be it Google, LinkedIn, Zynga or a Spotify. There is a very important reason why OKRs worked for these successful companies. All of them had values that resonated with the underlying philosophy of OKRs. These companies believed strongly in transparency, they were eager to disrupt their industries & the most important one – they had unwavering faith in their teams. Even today, many of these companies are known to be great places to work.
As a gross generalisation, below is the list of a few important values/behaviors that the companies should put in practice if they want to succeed in OKR adoption.
One key takeaway for all companies is that if OKR adoption is forced without paying heed to the underlying values, chances of failure increase drastically.
Success in OKR adoption is tightly co-related with the values your company puts into practice. Unless your values espouse the underlying philosophy of OKRs, chances of a successful adoption are slim.
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