Objectives and Key

Results(OKRs)
Performance Management
for Highlands
Objectives and Key Results
• What are OKRs
• Focus and commit to Priorities
• Align and connect for Teamwork
• Track for Accountability
• Stretch for Amazing
• OKR Performance Management cycle
• CFR – Conversation, feedback, Recognition
• Performance Management online system (PMS) – Betterworks
• Budget
• Company PMS roll out plan
Objectives and Key Results
OKR Best Practices

Objectives Key Results

Should be ambitious, clearly

defined, qualitative and set Should be difficult but
within a specific timeframe achievable

Need to be communicated Should be able to be

and understood by all objectively and regularly
employees and stakeholders assessed

Should be flexible and Can be based on KPIs such

reviewed regularly as growth, performance,
revenue and engagement
OKR Best Practices
OKR Best Practices
Focus and Commit to Priorities
A
cus
Fo
s B
cu
Fo C
s
cu
Employees will Fo
need to think
D
about what is They will need to cus
important for the focus on the Fo
next 3, 6, and 12 handful of E
months They will need to cus
initiatives that
think about the Fo
make a real
difference main priorities for
CEO will also
the coming period.
have OKRs and
publicly declare CEO OKRs should be
them shared so employees
know where the
company is going
Align and Connect for Teamwork
This process should take 2 weeks and
will be begin in January 2022

Employees will be allowed to set their

own goals and then their HODs will
review them and provide feedback

Employees will align their own goals

to the goals of the CEO
Align and Connect for Teamwork

• We will use an online system- betterworks to help us track the goals

• We will encourage weekly 15 minute check ins for quick updates between Line
Managers and Employees on how they are progressing with the goals
• We will then require employees and Line Managers to have one hour monthly
reviews on how things are going
• We will encourage these to be diarized to ensure they actually happen
• The Line manager will act as a coach to the Employee
Stretch For Amazing
We will encourage employees to have stretch objectives and
work out of their comfort zones, without making the
objectives too difficult or unattainable
Conversation – A Guide conversation during the monthly review

A Line Manager can ask the below questions

1. How are you doing
2. What challenges are you facing
3. What help do you need from me
4. What more/less do you need me to do so you can
be successful
5. What resources do you need for you to complete
your objectives successfully
Continuous Feedback
Employees will be provided with feedback by Line
managers on how they are doing after each check
in, monthly and quarterly and yearly
Self Reflection
At the end of the quarter, employees will be provided with a sheet to reflect on
before they go into their quarterly review;
1. Did I accomplish all of my objectives? If so what contributed to my
success?
2. If not what obstacles did I encounter
3. If I were to rewrite a goal achieved in full, what would I change?
4. What did I learn that I didn’t foresee at the beginning of the quarter
5. How will I apply this lesson in future
Self Assessment

• At the end of each month and quarter, employees

should review each objectives and key results and
honestly assess themselves, based on how they viewed
the period.
• This is encouraged as once they receive feedback from
the Line manager they will be more open to accept
feedback.
Recognition

• We will be showcasing the employee each quarter who has achieved or

surpassed all his/her objectives and key results
• We also encourage Line managers to recognize any outstanding employees in
their departments on a continuous basis, not just at the end of the cycle
360 Degree Feedback

• Employees are also encouraged to get their peers to provide them a 360 degree
feedback – this should be from 3 to 5 colleagues sent to them on how their peers
feel about how they relate with them.
• We encourage this to be done minimum twice a year
 End of Year Assessment
• Employees will be assessed at the end of each cycle (quarter) and end of year
• Below is the;
• Green, Yellow, Red simple way of assessing each objective and key result
• The scores of the key results will sum up to an overall score of the objective
End of Year Assessment

• Based on our numbers we can procure the Teams Module;

• It Costs $8 per person per month
• I am proposing all management employees to be enrolled on the system
• October Nos – approx 60 employees – Supervisor and above
• =60*8 = $480 *12 = $ 5760 pa
• = Kshs 633,600 per year
 Official OKR cycle
Semi annual
OKR goal Weekly Check Monthly One on Quarterly Annual People
career
setting Ins One reviews Forum
conversations

Mid year and End

January Weekly Monthly Each Quarter November-
year
December
This will be done Monthly one on one Quaterly reviews of Formal
over 2-3 weeks in Weekly check in conversations to each OKR and conversations with End of year forum
January. conversations to and progress closure Line managers on where HODs meet
The CEO must and progress updates what additional to agree on how
provide direction to updates Setting of skills the employee their teams
the business of One hour New OKRs for the requires. performed
what we want to 15 to 20 min conversations quarter And decision on
achieve for the year conversations Other development who qualified for
what are his goals Assessment of the opportunities can salary reviews
By end of January goals also be identified
everyone must
have their OKRs in
the system

360 Degree Feedback

Rollout/Communication Plan
1. HODs comms and feedback – November
2. Email communication to employees – Mid November
3. Training in groups – Mid November to early Dec
4. Implementation – Whole of January
 THANKS
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