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A guide to running an OKR meeting effectively and choosing the right type of OKR for your company.
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Setting goals, achieving and measuring them are three significant elements that define a company's success. And one fool-proof way to achieve these isthrough OKRs.
OKR (Objectives and Key Results) is a popular goal-setting tool that provides a framework that links the company's laid-out objectives to the expected results. It makes tracking progress and achievements at board or team meetings easier.
Its ability to align strategic plans with their corresponding means of execution helps to introduce lucidity in the overall organizational planning. As a result, the company's plans can be easily incorporated into discussions during special board meetings.
Setting and achieving goals using the OKR framework is not all smooth sailing; it's best to have a guide to avoid going off the rails.
In this article, we'll explore OKRs and their benefits and provide a template to make your OKR meeting agenda more effective.
An OKR template is a document, structured framework, or evaluation system that outlines and envisions a company's goals and key results.
It provides a well-defined mechanism for defining a team's objectives and monitoring results, as well as lucidity to foster a common purpose in the organization and boost employee engagement.
Annual and quarterly board meetings are ways companies keep track of their OKRs; special board meetings dedicated to this purpose are common in organizations. And the success of such meetings depends on a well-structured template for the board meeting agenda.
A good OKR template specifies:
An OKR meeting agenda should be consistent with the meeting's purpose to ensure that employees are well prepared and all discussions stay on the agenda.
The best way to achieve this is to use an agenda template to build a relevant and efficient board meeting agenda that captures all that should be discussed.
Here's an ideal and effective template and guide for your annual or quarterly business review agenda:
As the famous quote by Benjamin Franklin says, “Failure to prepare is preparing to fail.” So, planning is required, whether it’s a physical or a virtual meeting agenda template.
And creating a standing agenda is a significant aspect of planning; the agenda manager, usually the team lead, is in charge of setting the agenda.
An OKR meeting agenda should contain the following:
An OKR meeting is a brief physical or virtual check-in where team leads and members assess progress toward key results. Typically, the goal of an OKR meeting is to discuss each objective's status and provide solutions to blockers hindering progress.
In addition, OKR meetings serve as learning opportunities where team members can discuss strategies that they can use to accelerate the progress of a major result.
When companies create OKRs, they often subdivide them into team OKRs, which are further subdivided into individual OKRs. Hence it's essential to have time for in-depth conversations that ascertain if team members are in tune with their OKRs during meetings.
You can ask questions such as;
Learn: How to set up Assembly's daily agenda in 5 easy steps
It's good practice to attach labels to objectives. E.g.: if an objective isn’t making any progress, and there’s no contingency plan, it's given the label 'at risk'. However, if there's a plan to get back on track, the label 'behind' can be applied.
Labels like these help to resolve and simplify the OKRs, making it easy to spot blockers requiring urgent attention. So, it’s important to share information in meetings that will enable team members know when to change or modify goals and plans.
A great way of assessing OKR status is to automate the process. Using the right tools, you can align, refine and critically examine OKRs across all company levels.
As much as you are eager to move ahead, it’s essential to include a section to review what was gained at the last OKR meeting in the agenda. The team can always learn from the results of previous actions taken.
You can ask questions about the following:
Plans are good, but execution is better. Effective plan execution is a function of proper coordination.
As stated earlier, the agenda should include a resolution section where you create an action plan. It's good practice to include it in the board meeting minutes.
In an action plan, you assign different items to team members based on insights from the OKR meeting. These action items constitute the priorities for the coming week and foster team oneness; every team member is up to speed with the ins and outs of strategic plans.
This typically depends on the company's cadence.
Quarterly OKRs are best suited for companies whose industry requires extreme agility and dynamism, while an annual OKR is ideal for organizations operating in stable areas of the economy.
It's also possible for a company to use both forms of OKR. Here, the quarterly OKR should align with the annual OKR of the organization. This alignment allows the quarterly OKRs to be used as success metrics, guaranteeing that all initiatives geared towards achieving the company's objective are fruitful.
A great way to align quarterly OKRs with annual OKRs is by having teams come up with objectives (usually 3-5) that align with the overall company's objective and affix the key results to each quarterly objective.
In an OKR meeting, you:
There's usually no need to reinvent the wheel regarding productivity and goal-setting. OKRs help to simplify that process.
In the end, having an agenda template for an OKR meeting will help you save time and stress. It'll help you dovetail all of your work into a focused meeting to ensure everything you need to get done is accomplished.
While the template above is just an example, it provides a great structure that can be tweaked for your meeting agendas. It'll enable your meetings to run more efficiently, allowing you to get more done without sacrificing quality.
Assembly is an excellent solution for the seamless adoption and implementation of OKRs. Book a free demo today to learn more!
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There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
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The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
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Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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