What is covered in this article? | What 'OKR' means and how they differ from Goals in the platform |
Who is this article for? | All users |
OKRs are a goal-setting framework used by organisations to define measurable goals and track their outcomes.
Their purpose is to engage everyone at the company with measurable objectives, to help the overarching goals of the organisation.
What does 'OKR' mean?
The term OKR means Objective & Key Results:
Objective - what are you trying to achieve?
Key Results - how will you measure progress towards your objective?
What's the difference between OKRs and Goals in WeThrive?
OKRs
OKRs are linked to specific organisation objectives, focussed on how each individual employee can contribute to helping the organisation meet its objectives.
An organisation may have quarterly or annual targets/objectives that employees from different departments can all play a part in. The OKRs feature allows employees from different areas of the organisation to all contribute to meeting these.
Goals
Goals are slightly different as these are completely independent, and are not related to any specific organisation objectives.
Goals are used by employees and managers alike to log and track personal & professional development goals.
These goals might be based on recent feedback given within WeThrive surveys and related to improving productivity, engagement and/or wellbeing.
When taking part in surveys, employees and managers receive action plans based on their own scores (or their teams). Goals can be used to log actions that will be taken to address specific workplace challenges highlighted within the survey results.
For example, if a lack of Resources is a highlighted as a key issue amongst a team, the manager may set a goal to look at how they could re-organise workload amongst the team to ensure it is split evenly.
Another example may be if an individual employee has Headspace as a key challenge area, they may set a goal carve out protected time in their diary to take breaks throughout their work week.