New Year, New Me

Here's everything you need to know about OKR's.

We have all heard the cliche phrase, “New year, new me!”, and we all know that the start of a new year brings resolutions and goal setting. If you work as a part of a team or company, it is likely that the start of a new year means new quarterly and annual goals. It is no secret that goals are a great way to measure progress, and an even better way of measuring progress is through OKRs, Objectives and Key Results. 


OKRs were introduced in the 1980’s When John Doerr joined Kleiner Perkin. Doerr had spent years at Intel where he learned about a revolutionary method for goal setting and accountability. While at Intel working under the management of Andy Grove, John Doerr took note of Grove’s management methods that focused on outcomes instead of procedures. His management method was quite simple: let employees set their goals and let them workout how to achieve them. 


OKRs follow a basic template.


This allows OKRs to fit any situation involving companies or teams.


I will [OBJECTIVE] as measured by [KEY RESULT].

New Year, New Me!

New Year, New Me

Here's everything that you need to know

about OKRs.


We have all heard the cliche phrase, “New year, new me!”, and we all know that the start of a new year brings resolutions and goal setting. If you work as a part of a team or company, it is likely that the start of a new year means new quarterly and annual goals. It is no secret that goals are a great way to measure progress, and an even better way of measuring progress is through OKRs, Objectives and Key Results. 


OKRs were introduced in the 1980’s When John Doerr joined Kleiner Perkin. Doerr had spent years at Intel where he learned about a revolutionary method for goal setting and accountability. While at Intel working under the management of Andy Grove, John Doerr took note of Grove’s management methods that focused on outcomes instead of procedures. His management method was quite simple: let employees set their goals and let them work out how to achieve them. 

Here's everything that you need to know about OKRs.


We have all heard the cliche phrase, “New year, new me!”, and we all know that the start of a new year brings resolutions and goal setting. If you work as a part of a team or company, it is likely that the start of a new year means new quarterly and annual goals. It is no secret that goals are a great way to measure progress, and an even better way of measuring progress is through OKRs, Objectives and Key Results.

OKRs were introduced in the 1980’s When John Doerr joined Kleiner Perkin. Doerr had spent years at Intel where he learned about a revolutionary method for goal setting and accountability. While at Intel working under the management of Andy Grove, John Doerr took note of Grove’s management methods that focused on outcomes instead of procedures. His management method was quite simple: let employees set their goals and let them workout how to achieve them.


OKRs follow a basic template.

This allows OKRs to fit any situation involving companies or teams.


I will [OBJECTIVE] as measured by [KEY RESULT].


OKRs follow a basic template.

This allows OKRs to fit any situation involving companies or teams.


I will [OBJECTIVE] as measured by [KEY RESULT].


Objective

The OBJECTIVE is the goal that you are aiming to achieve. This could be things like increasing job seeker headcount, creating brand awareness, or executing engaging community events.

Key Result

The KEY RESULT is the metric that will measure progress towards your objective. This could include creating a talent pipeline with a specific community, drive more visits to the company website, and so on. 


The framework of OKRs allows you to set objectives and key results in a variety of ways. OKRs should serve as a pillar of your strategy for accountability. OKRs are highly effective because you can quickly set actionable goals, easily set stretch goals, boost cross-functional collaboration, increase engagement, and connect daily work to team and company objectives. 


Research has shown that only 26% of employees have a clear understanding of how their individual work contributes towards company goals. With OKRs, there is clarity on the relationship between work and their company objectives, and when you feel connected, it is likely that your motivation and progress will increase. 


Goal setting is a powerful tool when done right, and when it comes time to create a framework of success for the upcoming year, ditch the conventional management by objects (MBO) and create OKRs! 

Welcome to Dawson!

Allow us to introduce ourselves. We’re Dawson, a workforce solutions company offering job placements, HR Management Solutions, and Community Workforce Programs. 
We’ve been putting people to work for over 75 years, and we’re thrilled to work with you.

For Job Seekers:

We have countless open positions in Central Ohio
and beyond.
Let's see if we have that job
you want!

For Employers:

Building, hiring,
and managing
the best talent since 1946. 
It’s what we do best. 

Welcome to Dawson!

Allow us to introduce ourselves. We’re Dawson, a workforce solutions company offering job placements, HR Management Solutions, and Community Workforce Programs. 
We’ve been putting people to work for over 75 years, and we’re thrilled to work with you.

For Job Seekers:

We have countless open positions in Central Ohio and beyond.
Let's see if we have that job you want!

For Employers:

Building, hiring, and managing the best talent since 1946. 
It’s what we do best.