Alignment unlocks transformation.
The need for continuous reinvention through software represents a challenge in maintaining that alignment: priorities diverge between teams and local optimizations end up as waste while the ecosystem is evolving fast.
In such a context, organizations need to funnel the team’s energy of priorities that will lead to transformational changes to thrive in the marketplace. And they need a simple process — they don’t have time for a long or complex one.
Objective Key Results (OKRs) is a light method for alignment.
This article shares what are OKRs, their usefulness in Quality Engineering and how to start using them for Quality at Speed software. It makes a zoom from the list of methods to start in Quality Engineering.
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What are OKRs: Transformational goal setting
Research has shown that ambitious goals improve the likelihood of individuals, teams or organizations to achieve more transformational results — a must-have requirement in our context of digitalization.
OKRs originally come from Intel and were adopted and then popularized by Google in 1999. It is now a standard across many companies such as Spotify, LinkedIn, or Airbnb.
The key ingredients of OKRs are:
- An Objective have 3 to 5 measurable Key Results
- Objectives must be ambitious, public, and out-of-the comfort zone
- OKRs must be achieved in a timeframe (usually quarterly) and redefined
- Expected achievements is around 70% to keep the stretch and adapt plans
- OKRs are not linked with employee evaluations, compensation or rewards
- OKRs are not a shared business-as-usual, to-do list, KPIs, or Definition of Done.
These requirements create ambitious objectives that will canalize the team’s energy as well as push them to find solutions to challenging goals, progressing towards core transformational priorities.