Integrate OKR Feedback Into Weekly One-on-Ones
Strong leaders leverage regular meetings with their direct reports to ensure progress on projects and coach for personal development. Once an organization begins using OKRs, they should take center stage at the one-on-one. We’ve determined that our Objectives are the most important thing we can focus on for the quarter, and your direct reports have identified how they will contribute. The manager uses the one-on-one to build momentum, eliminate roadblocks and ensure the delivery of results.
Setting Up A Great Conversation
Successful weekly one-on-ones reflect on the previous meetings. They are a great way to start your conversation with the individual. Ask them about what happened in the last discussion. Collect the information on the task assigned to the person in the previous meeting and analyze if they could meet the set goal. Are they in need of help, or have they missed the mark?
These details serve as the starting point and steer your conversation in the right direction. To further make the most out of the meeting, share the agenda with the person involved by sending a meeting invite via email or other communication tools. Doing this will keep them prepared.
Additionally, have a clear understanding of the outcomes you expect from the meeting, so it turns out to be a successful time investment. We highly recommend using OKR software to equip yourself with an up-to-date dashboard that provides quick data on progress and other insights.
If an organization is trying to focus on too many priorities, departments and teams will lack clarity and focus, and will likely be unable to deliver significant improvements in any single area.
Weekly One-On-Ones For An Effective Feedback Mechanism
The main goal of conducting a weekly one-on-one is to have a feedback framework to take preventive actions. It also increases employee morale, focus, and alignment.
That said, giving and receiving feedback properly is crucial. Here are a few insights:
92% of respondents agreed that if negative feedback is imparted appropriately, it could improve performance.
24% of employees consider leaving their jobs if their managers provide inadequate performance feedback.
Acknowledge The Effort
The best way to keep the morale of your employees high is by acknowledging their efforts. This low-cost effort comes with high impact. A simple acknowledgment can go a long way. As many as 69% of employees say that they work harder if their efforts are recognized. Your recognition must be honest, specific, authentic, and timely to keep things straight.
One of the best ways to recognize a team’s efforts is by using an OKR tool. It can inspire other members of the team to accomplish their goals and get similar recognition.
So, How Do You Recognize Effort In A One-On-One?
Tailor Recognition To An Individual
Your organization is not all about teams and departments, but individuals that form the basic entity. This is the reason that your recognition should be tailored to the particular individual and not only about the team or individual. This makes employees feel that they are being cared for and inspires them to perform even better.
Clarify Actions Taken And Context
Do not just highlight the actions adopted, but also explain the context. This helps you acknowledge their efforts better. Further, it also enables individuals to understand the task they are being applauded for.
Share The Impact And Thank
Thank employees for their outstanding performance, and encourage them to keep working hard. This creates an everlasting impact and also sets the right platform for the next OKR.
OKR One-On-One Agenda
To sum up, here are a few essential pointers you must focus on to lay the outline of a successful OKR:
Temperature Check
Build rapport by having a more in-depth look at the reports from the previous weeks, and review the OKR progress so far. You can do this effectively and efficiently with the help of an OKR tool.
Discuss Programs And Obstacles To Objectives
The next step in the process is to identify a vital objective and keep working on it in a rotating fashion while conducting weekly one-on-ones. Additionally, also review challenges and action plans to ensure everything goes as intended.
Discuss Challenges with OKR
Recognize the issues your employees are struggling with, and help them find ways to overcome them. This keeps the company’s morale high and ensures that your teams are not stuck anywhere.
Create An Action Plan
Create an action plan highlighting the best value topics from the meeting. It acts as a handy guide anyone can refer to when in doubt.
Do’s And Don’ts Of A Successful OKR One-On-One
Do’s
An OKR should be a two-way street. While it is essential to feedback the employees, it is equally necessary to collect feedback from them.
Make way for valuable conversations that add value to both parties.
Do not just identify the problems but also facilitate easy problem-solving.
Once you identify roadblocks, help employees improve.
Recognize if an OKR is too ambitious to achieve
Confirm if the employees are ready for the commitment
Dont’s
Do not come unprepared. You likely won’t add any value to the team when you don’t have the right context.
Do not make a one-on-one meeting a status report. Rather, talk about your employees’ challenges and problems, acknowledge their efforts, and inspire them to perform better.
Avoid having a superficial conversation. Keep it precise, natural, and relevant.
Do not ignore progress. An individual might not have exceeded your expectations, but if they have made any progress, however small it may be, it is always a good practice to respect their efforts.
Do not run away from challenges. Help your teams tackle the problems they are facing, and stand with them with a firm back.
Conclusion
Conducting a weekly one-on-one is essential to keep yourself on the same page as your team members. It provides you with an opportunity to connect with them, understand their challenges, appreciate their efforts, and strategize for the coming weeks accordingly. An OKR tool helps you by providing easily accessible data to have well-informed decisions. To learn more about OKR feedback and how you can incorporate it into weekly meetings, consult our experts today.
Do you want to create a more agile organization by leveraging OKRs? People Stretch Solutions is here to help. Contact us to learn more.
