Hybrid working is here to stay as the COVID-19 pandemic has disrupted the way we work. Motivation, keeping the staff morale, and maintaining the performance have become one of many challenges the executives face nowadays. Nadia Omelchenko, vice-president of the IT-Integrator and MIM-Kyiv visiting professor shared her experience during the online session delivered for АmCham Business School. Nadia paid much attention to the Objectives and Key Results (OKR) application to performance management.  

Analysis proves 40% of employers plan on hybrid working even after the pandemic is over. That means they need to adjust HR management. Traditional KPIs are unlikely to be enough to keep the teams’ morale and motivation. 

“Any company wants to have the best people working for it. Finding the right talents and retain and adapt them to your company is a true challenge. To succeed you need the process in place. Numerous researches prove that if there is an adequate performance management system in companies, it is the best motivation tool for your talents. The OKR system is instrumental if you have already a KPI system implemented. The OKR system works because it promotes performance whereas the KPI system could be manipulated,” Nadia said when discussing the OKR system and its implementation.

The OKR approach was developed by Andrew Grove from Intel. OKRs comprise an objective—a clearly defined goal—and 3–5 key results—specific measures used to track the achievement of that goal. The goal of OKR is to define how to achieve objectives through concrete, specific and measurable actions. The approach is popular with such tech giants as Google, LinkedIn, Twitter, Uber, and Microsoft.