OKRs

How do we use OKRs? At D&I, we believe it’s critical to get the entire team involved in establishing both our broad vision and our OKRs, but we don’t do both at the same time. We set no more than five objectives that should be aspirational and personally meaningful. We draw inspiration from Google's 10X thinking and Larry Page, who notes: “If you set a crazy, ambitious goal and miss it, you'll still achieve something remarkable.” Click here to learn more about the OKR process at D&I. What we’ve learned They should be open and available for all employees to see. If you want your people to be aligned and engaged, they should be able to see our compass, and how we are moving along the journey. Grading OKRs and reporting is crucial. Initially, we set yearly OKRs. Nowadays we use quarterly OKRs; which are agiler. With them, we see our team more engaged and excited to deliver on these shorter-term goals.