Q4 is knocking on our doors already, woof, where did the year go?!
In my team we operate with product management principals, so we're about to begin our process of planning and retrospection before we set our quarterly OKRs.
It's often a place I get a lot of questions from HR Leaders:
How do we set high-quality output metrics?
What should we be looking for in problem statements to turn into effective OKRs?
Are my OKRs balanced?
So I thought I'd open up this next week on this platform a kind of "OKR feedback window" ... if you and your team are setting OKRs at the moment, share them with me in the below format (ideally) and I can try to give you some feedback or thoughts (from the CEO/COO/Board view!)
Format:
Problem Statement: We're seeing this problem, causing this outcome, which may have this impact // We're seeing our newly hired sales team not hit target until well into their 5th month when we are expecting traction at month 3, which is having a $X impact on our annual revenue
OKR: Improve sales ramp time through onboarding by 20 days.
(Feel free to redact key info or simplify for confidentiality!)
Excited to hear from you and see what you're working on!