An OKR master should be appointed early on in the process of adopting OKRs, as this will be key to a successful OKR launch. One of the biggest traps is to set them and forget them. Appointing an OKR master will help avoid this trap. SET UP A TRACKING SYSTEM FOR KPIs Have a visible dashboard, whiteboard or a company-wide tracker email that tracks the progress towards the Key Results. This can be as simple as a weekly or bi-weekly KPI overview. NONO SET UP A REVIEW SYSTEM TION TTION T To drive performance and accountability, the progress on OKRs needs to be reviewed regularly. Most companies set up short meetings every week (typically Friday) to discuss the progress against objectives and set priorities for next week. It is important to note that those meetings should not be all-hands meetings, but rather each team should have their ALENT AALENT A own meeting. Bi-weekly meetings are fine as well, especially in the beginning, as you want to keep the overhead to the minimum. Remember to send recurring invitations to team SS members. SESSES BEAT THE DRUM IN PUBLIC SMENTSMENT Angus Davis, CEO of Upserve, the restaurant POS and management software, explained to firstround.com tha t the first ‘All Hands’ meeting of every quarter is devoted to talking about OKRs. He quickly runs through results from the previous quarter and then uses the rest of the time to improve how the company uses OKRs and emphasises their importance. This should be an interactive session. MEASURING PERFORMANCE USING KPIs A combination of measuring performance based on meeting quantitative KPIs and on more intangible adherence to culture/values and displays of desired behaviour is a safe option. This ensures that your company does not strangle employees with only numeric KPIs and allows employees to become more alive at work. “We need people to know how they’re doing.” Laszlo Bock, SVP, People Operations, Google PERFORMANCE MANAGEMENT Measuring performance starts with setting targets. Therefore, be honest with yourself: have you and your middle managers defined KPIs and OKRs well enough so that it is clear to employees at any level what is expected from them. Make sure you have gone through the steps outlined above before thinking about performance assessment. 111111