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The OKR methodology is extremely important for the strategic planning of companies. Knowing how to set good goals, in an organized way, and being able to keep constant track of goals is what makes this methodology really effective.
Therefore, it is important to configure the OKRs feature well so that it is aligned with the organization's strategic planning.
Step 01
To access the screen and start creating OKRs, go to Settings > Strategy Configuration.
Step 02
On the settings screen, first you must choose the follow-up type that will be performed in your company: Standard Tracking or Advanced Tracking.
Standard Tracking: In this follow-up type, the measurement frequency is weekly or monthly, and the key result progress is calculated based on the automatically projected partial goal.
Advanced Tracking: In this follow-up type, the measurement periodicity is monthly, monthly and partial, quarterly, four-monthly, four-monthly and monthly, semi-annually or annually. Thus, the progress of the key result is calculated based on the automatic or manual (user-entered) projected partial goal.
Step 03
Define the types of goals for your company.
This configuration is for if your company adopts OKRs, if it only adopts contract goals, it is not necessary to configure the types of goals.
The individual objective are under your responsibility, the team objective are the responsibility of a team, and the shared objective can be under the responsibility of two or more teams in the company. Also, you can change the name of the Individual Goals, Team Goals and Shared Goals.
Step 04
Then enable or disable the target approval workflow functionality, either for OKRs or targets contract.
Click here to learn about how to use this tool.
NOTE - You do not need to enable the approval workflow in order to perform the OKRs Assessment step in the performance evaluation.
However, if the ‘Assessment of objectives’ option is enabled, two new statuses will be provided for users in the workflow, which will not affect the evaluation.
Step 05
If your company uses the goal contract strategy or even OKRs, you can activate achievement ranges for goals, globally or by indicator.
a) Activate global achievement range: with this option, you define ranges that apply to all company goals.
Lower limit: This field defines the minimum % that the goal must reach for the value to be considered in the progress ruler.
Example: if the value of 80% is placed in the lower limit and the target has only reached 40%, the ruler will remain at zero until it reaches 80%.
Upper limit: Goal progress only goes up to the number that has been entered in this field as a limit.
Example: if the value of 120% is entered in the progress limit and there is a goal in which the objective is 100, if 120 is measured, the indicator goes up to 120%, but if 150 is measured, for example, it will continue only going up to 120% even if the progress exceeds that.
*The score tab, which will be displayed in the range of achievement per indicator, is not shown in the global range. Thus, there is no way to know, visually, the exact value that the minimum and maximum limits represent in the users' goals.
b) Enable hit range range by indicator: with this option activated, you can define your own achievement ranges for each employee's goal.
You can choose between a 5-note or a 3-note ruler;
You will need the necessary permission activated, in access profiles, either to view or change the notes in the goal sidebar or in the base indicators. Read more here;
Different from the global range, the presentation of the ruler is made by note (score) and not by percentage. Thus, if the score 01 of a target is worth 80% and the target is at that value, the ruler will show "grade 01". Note the example below:
OBS - Regardless of the chosen option, do not leave the values at 0.00, otherwise the progress of the goals will not be counted.
We recommend reading this article here for you to understand more in detail about what they are and how the ranges of achievement work.
Step 06
For standard tracking, the notification functionality is for weekly and monthly periodicity.
It is possible to set the weekly cut-off day for the previous week's measurement. And in this case, if the measurement is not made, the system will count the progress as 01.
Or, if tracking is monthly, you can set a day of the month as the threshold for the previous month's measurement. The logic is the same, if there is no measurement, the system will count the progress as 01.
In addition, it is possible to set a reminder to be sent by e-mail, for monthly follow-up, notifying users of the approaching measurement date.
And, finally, for both cases (weekly and monthly), it is possible to set a reminder to be sent by email to those responsible, co-responsible and respective managers of pending measurements.
For advanced tracking, the notification functionality is for monthly periodicity only.
You can set a day of the month as the threshold for the previous month's measurement. And in this case, if the measurement is not made, the system will count the progress as 01.
In addition, it is possible to set a reminder to be sent by e-mail, for monthly follow-up, notifying users of the approaching measurement date.
And, finally, it is possible to set reminders to be sent by e-mail to those responsible, co-responsible and respective managers of pending measurements.
Step 07
Enable or disable the automatic status feature for key results. Click here to learn how to use this tool.
And that's it!
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