{"id":12190,"date":"2019-11-09T20:20:25","date_gmt":"2019-11-09T14:50:25","guid":{"rendered":"https:\/\/grosum.com\/blog\/?p=12190"},"modified":"2020-03-06T00:18:14","modified_gmt":"2020-03-05T18:48:14","slug":"cross-functional-team-okrs","status":"publish","type":"post","link":"https:\/\/grosum.com\/blog\/cross-functional-team-okrs\/","title":{"rendered":"8 Ways to Set Cross-Functional Team OKRs in Your Company"},"content":{"rendered":"

When we talk about a company\u2019s motivation to reach the top of the mountain, it might sound pretty enthusiastic and easily achievable. Unfortunately, many of them cannot reach the so-called \u201ctop\u201d of the mountain. It\u2019s a rather rough and all-consuming journey. What is their secret for growth? Well, the answer is quite simple. They all use OKRs.<\/span><\/p>\n

What is OKR?<\/b><\/h1>\n

OKR stands for <\/span>Objectives & Key Results<\/b><\/a>. It is a goal-setting methodology. In this methodology, growth is characterized by achieving higher standards than the established boundaries. In simpler words, OKR is a fast, easy process that involves the opinion and creativity of every team involved.<\/span><\/p>\n

Every giant company, such as Silicon Valley and Google, owe it all to this methodology. Google\u2019s growth skyrocketed from forty employees to more than sixty thousand employees, as of today. According to a survey<\/a> by <\/span>Weekdone<\/span>, an average user of OKR is engaged twice as likely as an average employee in the USA. In fact, employees working in such a team remain active averagely more than six times in the world.<\/span><\/p>\n

Make sure while setting objectives<\/b><\/h2>\n

While setting up your goals, your primary focus should be on growth. It could be as an individual or as a team or a company, but remember that these three growths may not be achieved in one hit. While setting up objectives, you need to ask yourself these questions;<\/span><\/p>\n