To avoid this mistake, OKR uses three different alignment mechanisms:
transparency
OKRs are visible to all company levels — everyone has access to everyone else’s OKRs and current results. If you have a top-secret Key Result, it may remain confidential, but the vast majority of your OKRs should be public.
Transparency increases alignment because if one area of the business is out of alignment with other areas, other teams can quickly notice and fix it.
Shared OKRs
Shared OKRs are the most effective tool for creating alignment across multiple teams or functions. In shared OKRs, two or more teams share the same OKRs, but each team has different initiatives.
Rather than splitting a goal between teams and having them set individual OKRs which can cause teams to lose sight of the real goal, create a shared OKR between teams. Shared OKRs create a virtual team that meets regularly to sync progress and track results and plans during the shared OKR period.
For example, let’s say the product team wants to launch ivory coast mobile database a new product and needs the platform team to develop new features while the business development team signs a content agreement with a partner.
Goal: Successfully launch Acme product
Key results:
➔ Free version reaches 500,000 daily active users;
➔ Achieve a 5% conversion rate from free users to paying users;
➔ Achieve a 35% Net Promoter Score;
➔ Fewer than 5 critical or blocking errors reported;
➔ Achieve at least 40% revenue share with 5 targeted content partners.