OKR – Objectives & Key Results

Incorporate one of the most effective goal-setting and leadership tools to build a dynamic and adaptive workforce, for the future of work.

OKR Features

Leverage our OKR-based goal-setting framework to collaboratively create aligned goal plans for the company, teams and individuals to enact your business strategy.

Executives will discuss fundamental business objectives for the foreseeable future (3,6, 12 months). At the end they will be narrowed down to 3-5 priorities.

Once executives have decided, allow employees and managers to collaboratively set objectives and cascade them down from the company level to departments and individuals. Allow flexible time ranges for objective cadence to be further broken down to key results.

Key Results break down objectives into smaller steps. Create key results with multiple structures and milestones and trackable link them to objectives for managing progress and tracking performance

Once executives have decided, allow employees and managers to collaboratively set objectives and cascade them down from the company level to departments and individuals. Allow flexible time ranges for objective cadence to be further broken down to key results.

Assist users in documenting objectives and generating key result plans to allow employee self set-up. The system provides explanation of common methods and selectable libraries

Align targets and dependencies to ensure correlation and avoid delays. SunFish Workplaze builds collaboration into the process ensuring a central point for efficiency management and improved data collection.

View alignment based on object hierarchy or from the organization chart. Quickly identify misaligned objectives or potential problem results with non aligned contributors.

Allows employees to check-in on a defined schedule. Attach Documents, notes and adjust alignment. Via an overview page everyone can keep up with progress and quickly identify items at risk, needing check-in or in trouble.

Remind employees to do their check ins and updates so managers and collaborators are able to address progress and integration risk proactively.  Achievements are continuously connected to period performance management to improve talent development.

Visualize progress on key result contributions to achieve various objectives.

Support your people and business with orientation, focus and action

Clarity

OKRs give specific, measurable and time-bound objectives that provide clarity on what needs to be achieved, by whom and within what timeframe. This in turn enables everyone in the company to have a clear understanding of what their role is in achieving organizational goals.

Alignment

OKRs align executives, managers, teams and individuals with corporate goals. Objectives are set up in a vertical structure in a network, creating a clear line top to bottom visible for everyone in the company. Knowing your targets, reasons and contributions makes it clear how every individual supports the top and relates to others.

Focus

OKRs give clear direction to teams and individuals thus helping everyone to focus on what is important. Since OKRs are usually set to a limited number of objectives, employees can prioritize their work and avoid distractions.

Agility

OKRs are designed to be flexible and adaptable. With short planning cycles between 3 to 6 months and frequent tracking of progress towards goals,  organizations can adjust their objectives as needed fairly quickly. This allows companies to react to changes to the market environment, customer behavior and other circumstances early on and moderate the impact on their business.

Motivation

OKRs can serve as a motivator for everyone by providing a sense of purpose and meaning. By setting ambitious but achievable goals, employees are encouraged to strive for excellence and take pride in their work. And as we know, a sense of meaning and achievement greatly affects employee engagement and job satisfaction.

Collaboration

Setting OKRs is a collaborative and cross- functional effort as all departments and teams work together on goals. Through their discussions, they learn what goals are important in different areas and how their goals affect other teams in the company. This helps to make sure that everyone is on the same page and fosters cooperation towards common goals.

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