In recent years, especially post-pandemic, remote work has become increasingly popular and even an imperative among organizations worldwide. Many companies have adopted remote work policies, and the trend is here to stay. As a result, organizations must learn how to align their remote work policies with the right business outcomes, and what better way to do it than using OKRs (Objectives and Key Results) to ensure successful goal setting and management, and simultaneously helping employees contribute effectively.
OKRs are a powerful framework for setting and tracking aligned goals in organizations. They are designed to align teams with company goals and enable them to measure progress and track success. OKRs provide a clear direction for employees and help them understand what they need to achieve and how they will be measured.
When it comes to remote work, OKRs are even more critical. Remote teams need clear direction and goals to ensure that they are aligned with the company’s objectives and critical deliverables. With the lack of physical presence in the office, it can be challenging to stay connected and focused. However, by setting clear OKRs with the right cadence mechanisms, remote teams can stay committed to the company’s objectives and measure their progress regularly.
Adopting a hybrid model of working, where employees can work remotely and in the office, can also help organizations align their remote work policies with their OKRs. This model provides the best of both worlds, allowing employees to work from home when they need to and come into the office when necessary. Hybrid work enables organizations to maintain a sense of community and collaboration while allowing employees the flexibility to work remotely.
But we need to move away from outputs to outcomes. That’s the key
In conclusion, remote work is here to stay, and organizations must learn how to align and implement the right organizational performance models. Adopting a hybrid model of working can provide the best of both worlds and enable organizations to maintain a sense of community and collaboration while allowing employees the flexibility, and ability to prioritize, and refocus energies.
This requires starting the exercise from the vision and mission statements and thereby deriving the objectives, defining the right set of key results, and putting together an execution roadmap.
How are you engaging your remote employees? How well do you align your teams to the organizational imperatives?
For more details on successful implementation of OKRs, visit our website www.okrleague.com , or write to us at deepa@deepanagarajan.com.