Becoming More Productive Through OKR Implementation

#News
December 4, 2019 2 min read

Innovecs is working on effective strategic planning and goal setting that is important both for our clients and employees.

Professional management is one of our values. That’s why we invest in consistent innovation in our work and management processes.

As the CEO of Innovecs, it’s our mission to set the golden standard for Professional Management within the software development industry.
Alex Lutskiy,
Founder and CEO of Innovecs

OKR approach works for giants such as Google. It’s both a method and philosophy which is generally attributed to Andy Grove the “Father of OKRs”, who introduced the approach to Intel during his tenure there and documented this in his book High Output Management.

Grove’s simple yet effective concept is explained by John Doerr: “The aim should make your heart flutter. The key result has to be measurable. But in the end, you can look, and without any arguments: Did I do that or did I not do it? Yes? No? Simple. No judgments in it. What can be improved”.

During the last strategic session, we’ve worked on the implementation of this principle in Innovecs with the certified trainer Konstantin Koptelov. To make it effective, we’ve created a multi-level process where C-level management and all departments are involved, and targets are synchronized.

okr session

Key Points of the OKR Planning Approach

OKR or Objectives and Key Results is an instrument of synchronization and motivation in a team. It is used to set goals and achieve results. This instrument unites the tasks of the entire company, a separate team, and individuals, and describes expected measurable results.

Here are the key peculiarities of the OKR approach:

  • You and your team independently set goals for each quarter based on the general goal set on the company level.
  • When setting goals, you choose a goal that is interesting for you and that can lead to achieving necessary results most effectively. You create the metrics based on which your team will be able to measure the progress.
  • Achieving the goal is not connected to the bonuses. It means you do not have to minimize your goals to get some payment encouragement. Alternatively, the goal has to be difficult to achieve. However, it will be significant for the company.
  • Your OKRs have to inspire the team. You arrange meetups to discuss all goals. If you feel that your tasks are boring for you or that they do not suit your personality, discuss it with the team and share the changes you want to implement.
  • The final word is to be simple. Do not complicate your OKRs. Make them clear and easily understandable to all team members.

okr session at innovecs

An important thing is a constant synchronization. The OKRs of all departments have to be accessible to every member of any team. Everyone regularly tracks his key metric and provides this data to the rest of the team.

OKR implementation should be a great experience for both Innovecs’ teams and, we believe, the clients in the upcoming 2020.

You may also like:
January 14, 2021
Anastasia Osypova talks on the Employee Journey at Innovecs: from adaptation and motivation to professional development
Modern IT specialists are dynamic and active: they do not play the cards they’ve been dealt — they have goals, keep up with the progress, and are eager to learn new things and develop. This is why it is critical to understand their preferences and endeavors before providing a job offer to be able to motivate the employees in a long-term perspective and encourage productive collaboration. Anastasia Osypova, Head of People, Engagement & Culture at Innovecs, shares how our company motivates employees and helps newcomers adapt. Nastia, what are the responsibilities of the People, Engagement & Culture department at Innovecs? Our department focuses on the end-to-end Employee Journey in the company. Our goal is to retain talents at Innovecs and help them develop professionally. HR partners are always in contact with all employees which helps react quickly to the changes taking place in teams or processes. They also:integrate new employees in the corporate culture while minimizing the stress that can occur during the adaptation time act as change agents when it comes to implementing new processes or reorganizing the current ones help solve conflict situations determine potential areas of risks for business work closely with managers by building and implementing development and motivation programs in their teamsWhat makes Innovecs an ideal workplace? “Be sexy” was our 2020’ motto. We keep creating all opportunities possible to make the company an ideal place for our employees and potential candidates. For example, we regularly hold various workshops, training courses, and webinars on the basis of InnoCamp, our educational platform. We invite famous speakers as well as encourage Innovecs people to participate and share knowledge. WOW-program is another crowd-puller. It includes wow food, wow sport, wow mind, wow fun, and wow health directions. The goal is to care about the health and well-being of each and every at Innovecs. How do you maintain working relationships between employees and managers? This is a never-ending process. We do not have a multi-level hierarchy like the companies with a linear management model do, so communication at Innovecs is always transparent and unconstrained. It is important to synchronize the expectations of the team leaders and their team members. This is why we pay great attention to setting the right goals for employees as well as focus on the feedback culture. Managers hold regular stand-ups, daily meetings, retrospectives to analyze their work results, get feedback from colleagues and teammates. For employees to feel confident and at ease when communicating with managers, we are creating a favorable psychological climate within the teams. HR partners, in response, always keep their eyes on the ball, hold 1:1 meetings with managers and employees. In case they define any communication gaps, they create recommendations and the scenario to solve the problem. How does the company help employees to prevent burnout? According to the emotional burnout model by Matthias Burisch, one of its factors is over-performance (when a person gets engaged in the work more than necessary). To prevent the negative effect, the life-work balance principles must be followed. At Innovecs, we have a flexible working schedule as well as the possibility to work remotely from home. This allows our employees to spend more time with their families and do things they love. Soft skills development is another approach we have in place. This covers time management, communication, creativity, problem-solving, emotional intellect, etc. How do Innovecsers enjoy their life in the company? We have a gym in the office that operates 24/7. People can visit it anytime they want. We have fitness and box coaches, table tennis and football, gaming and VR rooms. All these help relax and refresh minds. SPA-zone with the best massage therapists is the cherry on top. Just make an appointment and relax at the end of the working day or in between the tasks.
Article
LET’S TALK