OKR is often a new system and routine, so it's important to involve your team during the process. The more involved they can be, the stronger the sense of ownership they will have to embrace the approach and drive success.
Once higher level company OKRs have been determined, the process cascades down to departments and teams to execute. So, how can team members contribute at this stage? Here are a few examples:
Share the state of affairs
The employees on the front lines are the first to know if something isn't going right. They are the ones who are talking to customers day-to-day, hearing their feedback, complaints and praise. Listen to what they have to say. It's this information that will inform what's important and what needs to be worked on.
- Do a quick meeting to collect ideas
- Send a survey to collect everyone’s input fast and easy
Shape the OKR
Once the state of affairs is clear, categorize the input and let team members weigh in on what's important and what to prioritize. Make sure you answer the following question for each one of the identified priorities: Why is this important? Why is this urgent?
You can do a scoring system or take a vote to come to a consensus. Also ensure the goal is relevant by aligning it to a higher level Objective. The Objective should be inspiring and you can seek suggestions for how it's written. It's important that the language resonates with the team so that they feel connected to the cause and motivated to work on it.
Once team OKRs have been determined, it's time to add Initiatives - those projects and tasks that will help drive your OKRs to success. Team members should suggest these Initiatives that they feel can help achieve the goal. Once you have a list, narrow it down to those that have the highest chances of making a meaningful impact (keeping in mind costs and effort required if possible).