{"id":6181,"date":"2020-12-01T12:46:06","date_gmt":"2020-12-01T11:46:06","guid":{"rendered":"https:\/\/zestmeup.com\/?post_type=blog&p=6181"},"modified":"2025-12-12T18:11:10","modified_gmt":"2025-12-12T17:11:10","slug":"okrs-a-tool-for-managing-objectives-that-is-essential-for-reengaging-your-teams","status":"publish","type":"blog","link":"https:\/\/zestmeup.com\/en\/blog\/okrs-a-tool-for-managing-objectives-that-is-essential-for-reengaging-your-teams\/","title":{"rendered":"OKRs: a tool for managing objectives that is essential for (re)engaging your teams."},"content":{"rendered":"\r\n
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OKRs: a tool for managing objectives that is essential for (re)engaging your teams.<\/h1>\r\n\r\n\r\n

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Defining OKRs (Objectives and Key Results) is a mental exercise that forces us to think about truly impactful objectives and the strategies to achieve them. It is a particularly effective method for collective and transversal projects. Find out how to quickly implement them within your organization.<\/p>\r\n<\/div><\/div>\r\n<\/div>\r\n<\/div>\r\n<\/div><\/div>\r\n\r\n

In 1999, a venture capitalist named John Doerr invested $12.5 million in a start-up company founded by two Stanford University graduates in the United States. Twenty years later, this “small startup” is worth billions of dollars. This company is called Google.<\/p>\r\n\t\t\t\t\t

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\r\n\t\t\t\t\t\t<\/div>\r\n\t\t\t\t\t<\/div>This immense success, which exceeds even the wildest expectations of its founders, is due, at least in part, to a management tool that John Doerr discovered while working at Intel and that he introduced to the two young founders of Google. This tool, which he named OKR for Objectives and Key Results,<\/strong> is based on a simple but effective method: set an objective and then associate three to five measurable key results to evaluate its success. For example:\r\n\r\nObjective:<\/strong> To design products and services that promote the circular economy and recycling in order to enhance their environmental and social impact.\r\n\r\nKey Result:<\/strong> 100% of Google products launched in 2022 – and in the years after – will be made of recycled materials to maximize their use.\r\n\r\nAlthough similar to KPIs (Key Performance Indicators) and other target-setting methods, OKRs have a significant advantage: they link operational activities in different areas within the organization to the overall mission it aspires to.\r\n\r\nOur mission at Zest is to help organizations become more fulfilling and performing, in the best and simplest way possible<\/strong>. In our sector, everything is changing very quickly and we work hard to design the best solution to meet the needs of our clients in their strategy of listening and engaging their employees. Over the last two years, we have grown from 15 to 25 employees, welcomed tens of thousands of new users, expanded our software offer and proposed innovations for managers and company executives.\r\n\r\nLike many startups, we have started using the OKR method at Zest to achieve our ambitious goals by mobilizing all our teams. We wanted a management by objectives system that combined greater autonomy for our employees with easily measurable results.\r\n\r\nHere is our guide, based on our experience, to define and implement OKRs in your organization:\r\n\r\n \r\n

Give your teams a framework to work it, and review it constantly<\/h3>\r\nAn organization is a collective human adventure whose mission is to meet economic and social objectives. If “the solution is found along the way” to get there, it is essential that the destination be both clear and inspiring. It is this collective framework that leaders must propose and share with their teams.\r\n\r\nAt Zest<\/strong>, we have 3 components that constitute it:\r\n