In recent years, technology companies have been gaining ground and fame. How many times have you seen, heard or read somewhere about this market? About how new companies – sometimes called startups – are revolutionizing the business world? More and more these companies have stood out in the media. And the reason? They are agile companies, focused on results, that are using OKRs to manage their goals.

For you to have an idea, the technology sector is growing so much (about 118% in the last 10 years in Brazil) that there are more openings in the sector than qualified professionals to fill them.

As I said, the big difference between these companies and traditional companies is their agility and the focus on results. How many times have you done a business plan, a strategic planning of 2, 3 or 5 years for your company? Plans that often had to be changed in the middle of the road, that took a long time to identify where the team was going wrong, what the results were going to be … a lot of bureaucracy, too long meetings … Did you identify yourself?

Traditional methodologies are great and have worked for a long time, after all, several companies have grown out of them. But with the advancement of technology, globalization and the internet, changes started to happen more quickly. And that is why we see the need for new tools that bring agility to the teams.

Companies are using OKRs (Objectives and Key Results), one of these agile methodologies, to manage their goals!

Why are companies using OKRs?

First major reason is the clarity that OKRs generate for all employees. Everyone on the team has access and should be aware of what the team and company goals are. This fact already connects with the second reason: transparency! Transparency in information is essential.

Another advantage of using OKR is the understanding of how each sector is contributing. When you know what another team is doing, you can contribute with more assertive ideas and suggestions. Decreasing the guesswork and opinions that often do not contribute to the company’s growth.

Remember what you said about the follow-up time and speed of changes? Short feedback loops are one of the great benefits of using this method. When it comes to OKR, you can define together with the team so that the feedback cycles are every 2 months, 1 month, 15 days or any other period that you find interesting and feasible for the dynamics of your market.

Employees’ sense of belonging

In fact, this is one of the main reasons for the success of this method! When employees know that their day-to-day actions, that their opinions and experience are impacting the company’s results, they are more engaged and feel part of the construction, they feel they own the business!

The sixth point that we will mention is the simplification of business strategy. There is no need for a gigantic action plan where only those who were present in the construction know how to interpret. OKRs are simple, clear and straightforward. Everyone who looks knows the path that the company wants to trace and, mainly, where it wants to go.

In the event of a major change in the market where your company works, using OKR will generate a decrease in waste, after all, you will be able to adapt more quickly to changes in the market, without wasting resources fighting the tide.

And finally, the decrease in time spent conducting strategy-setting meetings. OKR meetings are fast and objective. It does not take an entire day to define OKRs. Frequent but short meetings increase the team’s efficiency. After all, nobody deserves giant meetings, right?

That’s how Google, Intel and the Gates Foundation have managed their goals! Take OKR to your company and walk towards success!

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