How to Define OKRs (Strategic Outcomes)

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Table of Contents

Steps to Define OKRs in HRSimplified
Linking OKRs to Performance Management
- How to Link OKRs to KPA Templates:
Important Notes:

In HRSimplified, OKRs (Objectives and Key Results) form the foundation of your company’s strategic direction. The OKRs are used to drive performance management across the organization by aligning each employee’s performance goals with the company’s broader vision and mission.

Steps to Define OKRs in HRSimplified #

1. Access the OKR Section #

Log in to HRSimplified and navigate to the Performance Management module from the left-hand menu.
Click on OKR, where you will define and manage your company’s strategic outcomes (OKRs).

2. Define the Company’s Strategic Objectives (Visions, Missions, Goals) #

Objective: Start by creating a new Objective. This represents the company’s long-term goals or strategic vision.
- Example: “Increase customer retention by 15% by the end of the year.”
How to Enter Objectives:
- Click Create New OKR and define the Objective. Ensure the objective is broad, actionable, and aligned with the company’s mission.

3. Define Key Results #

Key Results: After setting the Objective, create the Key Results. These are specific, measurable outcomes that track progress toward achieving the Objective.
- Example:
  - Key Result 1: Reduce customer churn rate to 5%.
  - Key Result 2: Increase Net Promoter Score (NPS) to 8 or higher.
How to Enter Key Results:
- Under the OKR section, after defining the Objective, you will be prompted to enter the Key Results. Add at least two to three measurable results that will determine success.

4. Review and Finalize the OKRs #

Review the OKR: Once the OKRs are defined, review them to ensure that they are ambitious but realistic. Adjust any details if necessary.
Save: Click Save to finalize the OKR. This objective and its key results will now be available to assign to specific job titles or departments in the organization.

Linking OKRs to Performance Management #

The OKRs you define at the executive level are directly linked to the KPA/KPI templates created for each job title within HRSimplified. Managers can use these OKRs to measure employee performance and ensure that everyone in the organization is aligned with the company’s strategic outcomes.

How to Link OKRs to KPA Templates: #

After defining the company’s OKRs, managers can select them when creating KPA/KPI templates for various job roles.
For each KPA, a related KPI is set, and the OKR that drives the performance target can be selected from the list.

Important Notes: #

Strategic Alignment: Ensure that the OKRs you create at the executive level align with the company’s overall vision and long-term goals. All KPAs and KPIs assigned to employees will be tied to these OKRs.
Continuous Review: OKRs can be reviewed and updated regularly based on the company’s performance, ensuring that they remain relevant and aligned with evolving strategic goals.