Ask the EXpert: How to get my team buy-in on the OKRs?
Dear EXperts,
We’ve decided as a leadership team to start using OKRs. All of our leaders are on board, but how do we get our teams buy-in?
– People Director, Hospitality Startup
Our EXpert advice
We love to see teams making their goals more tangible and results-driven 🤩
For anyone unfamiliar, OKRs stands for Objectives and Key Results, and are used for goal-setting and tracking tangible outcomes:
Objectives (O) are your big, bold goals. They should be ambitious, motivational, and set the direction for where you want to go.
Key Results (KRs) are measurable, specific targets that prove you’re making progress towards your goals. Imagine these as the checkpoints along your climb – you know you're on the right track when you hit these milestones.
Setting them is one achievement. But how do you turn skeptical faces into nodding heads? Here are out top tips for getting that all important team buy-in (don’t use OKRs? No worries, just swap OKR for whatever goal-setting tool you use):
1️⃣ Develop a shared understanding:
Start by breaking down your goals or OKRs into a language that even your grandma's cat would understand. We recommend using analogies. For example: OKRs are like a roadmap for your team. You’ve got your destination (Objective) and the key landmarks (Key Results) to make sure you're on the right track. Who doesn't love a good road trip?
2️⃣ Get good at storytelling:
Humans are hardwired to love stories. Paint a vivid picture of success using OKRs. Imagine you’re all gathered around a campfire, toasting marshmallows, and telling tales of epic wins. Position OKRs as the hero of your story, helping your team conquer challenges and emerge victorious.
3️⃣ Share your why:
Ever noticed how toddlers ask "Why?" a million times? Well, we invite you to channel your inner toddler. Explain the WHY behind OKRs. Why are you doing this? What’s in it for the team? Tap into their intrinsic motivation. If they understand the purpose, they’re more likely to embrace the journey.
4️⃣ Invite people in:
Don't just drop OKRs on your team like a surprise pop quiz. Involve them in the creation process. Ask for their input when setting objectives - what excites them and what concerns them? Make them co-creators of the grand plan. People are more likely to rally behind an idea if they feel a sense of ownership. Plus, it’s like choosing toppings for a pizza – everyone loves to have a say!
5️⃣ Build habits and rituals:
OKRs are not a one-hit wonder; they're a catchy tune you want everyone humming. Regular check-ins and updates are crucial to ensure engagement. Celebrate the wins, address the hurdles, and keep the energy flowing.
6️⃣ Show, don't just tell:
Actions speak louder than words. Share success stories from other companies that have embraced OKRs. It's like showing them the finish line of a marathon – seeing others cross it successfully is a powerful motivator.
7️⃣ Be a captain, not a dictator:
Leadership isn’t about barking orders; it’s about steering the ship. Be open to feedback, tweak the sails as needed, and be a guide rather than a drill sergeant. The more you embody the spirit of collaboration, the more likely your team is to jump on board willingly.
To wrap up, remember that getting your team on the OKR bandwagon is not a sprint, it’s more like a delightful marathon. To more you can infuse fun, humour, and a dash of enthusiasm into the process, the more likely your team will be to put on their "OKR Champions" capes.
