OKR is the newest methodology to achieve outstanding business performance in leading organizations

How does an organization integrate clear and measurable ambitious goals and measures that reflect the major actions required?
Management should always strive to focus on major goals, collaboratively align all the units and define clear action plans and measurable activities to achieve key results and business excellence.

What have we done up to now?
We translated our strategy to annual workplans followed by budget and employed BI (dashboards, KPI’s, BSC) to measure performance.  

If you want to focus on the key success goals and activities in an integrated simple, transparent and measurable methodology, OKR (Objectives and Key Results) is the answer.

Objectives answer to WHAT?
What are the major goals you need to achieve? As John Doerr, OKR Guru, defined: “Significant, Concrete, action oriented, inspirational”.

Key Results define HOW and WHEN we get to the objectives. 3-5 KR’s per objective, focus, alignment, commitment and periodical tracking.Up to now, Ergo defined in numerous projects same key performance measures in score cards and in annual work-plans, thereby connecting the two management tools. We now offer an integrated methodology- OKR, based on simple and easy to apply tools.

As Larry Page (Google) said: “OKRs have helped lead us to 10× growth, many times over. They’ve helped make our crazily bold mission of ‘organizing the world’s information’ perhaps even achievable. They’ve kept me and the rest of the company on time and on track when it mattered the most”.

The methodology is currently applied in leading global corporations such as: Intel, Google, City of NY, Microsoft, Netflix and others navigating them to business excellence.

A typical OKR project will start with a top management seminar followed by seminars with each unit. During the seminars, we focus on strategic goals and objectives for the coming year. Management goals are cascaded “top down” to the units’ goals that include local KR’s and management KR’s. For these objectives we agree on key results, actions, owners and end dates. An OKR template, defining the data, is placed on a task management tool that reports progress: on track, at risk, postponed, behind and not started. The OKR’s are then discussed quarterly or monthly.