What are typical OKRs for Project Manager?

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OKRs for project manager, offer many benefits. These include increased focus and productivity as well as better transparency and alignment with your team. But when it comes to setting OKRs, project managers often have a difficult time. There’s a tendency to do what they do best and write project plans instead of OKRs. It’s a common mistake that can be solved with a little know-how and practice.

Remember: OKRs are not projects. Objectives are your big ambitious goals. These should be aspirational, time-bound, and qualitative. Key Results are used to measure the achievement of an Objective. Your Key Results should be measurable, quantitative, and difficult (but not impossible). Your projects, weekly activities, and initiatives (Plans) are what help drive the progress of your Objective forward.

OKRs for project’s manager can be the different parts of the projects he’s working on or the KPIs the project has to meet/things the project has to accomplish.

Using an OKR system like Weekdone can also be quite beneficial for helping keep track of your OKRs especially if you are using a project management system like Jira or Asana. The big difference between project/task management tools is the level of granularity between these items and the enhanced visibility that Weekdone adds.

How do you create an OKR for office administration?

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If you need an OKR for  office administration, you need to look at two things:

  1. What are the goals for the office (team goals)?
  2. What are the individual goals that people do, to achieve the team goals?

You can find many OKR examples from okrexamples.co. This is a free websites that shows you how OKRs for different positions should look like. That includes OKR for the office administration.

If you answer the first question, you can set it as the goal for the office and tie the individual goals in as key results for the office.

It is also important to remember that OKR methodology isn’t just about setting Objectives, but building a culture around it as well.

Your weekly initiatives and plans should all help achieve your long term goals and you should update the progress of your Key Results regularly. OKRs should be discussed every week. Create a weekly ritual around them and discuss and review them with your team! Otherwise, at the end of the quarter, you may find that you are way off track!

You can use an OKR tool like Weekdone. Tools like this help you to manage the OKR of your office administration. And the OKRs of your entire team. 

How do I set OKRs for personal development goals?

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Objectives and Key Results or OKRs for personal development goals can be easily used. You just need to remember that the idea behind the methodology is to measure improvement. OKRs are not a to-do list. Instead it shows what you want to become. Or what skills to you want to become better at.

You set an Objective (be better at skill X). Then you decide on what level you want to reach and what are the things you need to do to get there. These factors will be your Key Results that show what you are doing on a weekly basis to move towards your Objective. Don’t forget that all KRs should be measurable and tie into the goal.

As a tool, OKRs can also be used for self evaluation. As OKRs keep you on the right track, make sure you don’t loose focus and remind you what the big picture is.

For instance, when learning HTML set a KR “Finish an online course” with % based metric. But it could also be “read 5 books on the topic.”

OKRs for personal development goals, like when using them in business, should be monitored weekly. You can use an OKR tool like Weekdone for that. And also, Weekdone is free for teams of up to 4 people. 

Where can I find good OKR examples?

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If you need OKR examples, you can check out the OKRexamples site. While, these are not 100% real, they are strongly based on real objectives and key results. And there is OKRtemplates that has real examples on how OKRs can be set up in different teams and on different levels.

For good example, that is aspirational and moves the company forward, let’s look at the following:

  • Make our company go viral
    • Generate 100,000 views on our youtube channel
    • Get 10,000 new followers on instagram
    • Increase organic search traffic to our website by 20%

Bad Key Results for this objective would include:

  • Make videos for youtube,
  • Get more Instagram followers
  • Improve SEO
  • For a poor example, let’s use the objective

You need to take a look at many OKR examples before you get started with OKRs. However, at one point you need to start setting your own Objectives. Before that, make sure you know the system and understand how to set OKRs.

It is also important to remember that OKR methodology isn’t just about setting Objectives, but building a culture around it as well. Your weekly initiatives and plans should all help achieve your long term goals and you should update the progress of your Key Results regularly.

OKRs should be discussed every week. Create a weekly ritual around them and discuss and review them with your team! Otherwise, at the end of the quarter, you may find that you are way off track!

With these examples and advice, hopefully you can get over some of your initial fears of OKRs and learn something new from journey. Of course, using an online tool like Weekdone to implement OKRs can always help you get on the right path.

How are OKRs of CEO different from the company OKRs?

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It’s important to remember that OKRs for CEO are not the same as company’s OKRs.

The company OKRs give direction to all your teams. While personal OKRs only show what’s CEOs part in getting the company OKRs done.

Personal OKRs are used on an employee level. A manager and an employee usually set them together. In case of a CEO, the leadership team should discuss it. Objectives are usually set for a quarter (things that must be done in 3 months). And it will have Key Result that are measured on a weekly basis.

As in theory the employee has a say in what objectives are set and which key results are measured, there is a level of personal responsibility that will motivate every team member.

All in all, you don’t actually need personal OKRs for the CEO or other employees. You can have company level OKRs and Team level OKRs. CEO would be part of the leadership or executive team. And their goals would show what they are doing to help the company move towards their quarterly goals.

If you still want to use personal OKRs for the leadership, there is a great site called OKR examples. The site has a lot of examples for both company and individual teams.

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