How to make Basic Adjustments?

General

Log in from the Settings menu at the bottom of the Main Menu Bar. The first thing we will see is the General Tab. Under the General tab, you'll be asked to enter detailed information about your organization.

Name: You must enter the name of your organization.
Organization Size: We select the range of people working in the organization from the listbox.
Language Preference: We select the application language preference.
Time Zone: We select the time zone we want to use from the listbox.
Description: We can write an optional description.

Periods

From the Periods tab, you can add a new period, edit the existing period, and select a period from the actively used default. For detailed information, you can read How is the period defined in OKR?

Announcements

From this menu, you can add or delete new announcements, make the current presentation passive or active.

Application Preferences

Hide key results in first impression in goal tables: In OKR systems, hiding key results in the goal tables on the first impression is a feature that allows users to get a cleaner and more focused view.

Why do we use it?

Increasing Focus: By hiding key results in the first place, users are allowed to focus on goals first.
Visual Simplicity: Hiding key results makes tables simpler and more readable. This is especially useful in large teams or in situations where there are a lot of OKRs.
Improving User Experience: Users can get information more quickly by seeing only targets at first glance.

How does it work?

Hide/Show:
- If the button is active, the key results are hidden, if it is inactive, they are shown.
- In the first impression, the key results are shown by default, you must activate the button to hide it.

Cancel the admin approval process flow: This button offers users more flexibility when it comes to managing their OKRs. In the process, the OKRis not sent to the manager for that nay process.

All employees can manage teams/teams:

Why Do We Use It?

Delegate: This button delegates all employees to manage teams or teams. Normally, such authorizations are usually reserved for administrators or specific users. However, when this feature is activated, all employees can create, edit or manage teams.
Flexible Structure: Especially in flatter organizational structures or where cross-team collaboration is important, this feature provides employees with more autonomy and responsibility. Creating and managing teams quickly creates a dynamic work environment.
Decentralized Management: This feature allows managerial decisions to be decentralized and distributed to teams. This is especially useful in companies that have adopted agile working methodologies.

Activation/Deactivation:

This attribute is usually set up by the system administrator or OKR manager. When the "All Employees Can Manage Teams/Teams" button is activated, all users have the authority to create, edit and manage teams.
If the button is disabled, this authorization is limited to certain users (e.g. admins or team leaders).

Why is it used?

Agility and Speed: The ability to quickly create and manage teams is a huge advantage, especially in rapidly changing business environments. Employees can set up the teams they need without waiting for admin approval.
Increasing Collaboration: The ability of employees to manage teams encourages collaboration between teams.
Empowerment and Motivation: Empowering employees to manage teams allows them to take responsibility and take more ownership of their work.

Considerations

Authority Confusion: The fact that all employees can manage a team may cause authority confusion or conflicts. Therefore, clear rules and processes should be established when using this feature.
Inspection: Regular inspections should be carried out so that the teams do not spread out too much and control is not lost.
Training: It is important for employees to receive training on OKR and team management in order to use this authority correctly.

All employees can create Organizational goals: Buttoningis a feature in OKR systems that empowers employees to create organizational goals. This creates a participatory management culture and allows employees to be more involved in the process. However, clear rules, oversight mechanisms, and training are required for the correct use of this feature.

What's the Use?

Delegate: When this feature is enabled, all employees can create organizational goals (e.g., company-wide or departmental goals). Normally, such goals are usually set by senior managers or leaders. However, with this feature, employees also have the authority to create organizational goals.
Participatory Management: This feature allows more employees to participate in setting organizational goals. This is especially useful in companies with a transparent and participatory management culture.
Flexibility and Speed: The ability of employees to create organizational goals speeds up the goal-setting process and offers a more dynamic structure. Especially in rapidly changing business environments, this flexibility provides a great advantage.

How does it work?

Activate/Disable: This feature is usually set by the system administrator or OKR manager. When the "All Employees Can Create Organizational Goals" button is activated, all users can create organizational goals. If the button is disabled, this authority is limited to only certain users (e.g. administrators or leaders).

Why is it used?

Increasing Employee Engagement: The ability of employees to create organizational goals allows them to be more involved in the process.
Innovative Ideas: Employees can introduce new ideas by creating organizational goals.

All employees can view organizational strategies: It is a feature in OKR systems that empowers employees to view the strategic goals and strategies of the organization. This creates a transparent management culture and enables employees to align their goals with the organization's strategies.

What's the Use?

Providing Transparency: When this feature is activated, all employees can view the strategic goals and strategies of the organization. This ensures that everyone understands where the company is headed and what its priorities are.
Alignment and Alignment: Employees can see the strategic goals of the organization and align their individual or team goals with those strategies. This keeps the entire organization moving in the same direction.
Motivation and Belonging: When employees understand the strategic goals of the organization, they have a better understanding of how their own contributions will have an impact. This increases motivation and commitment to work.

Activation/Deactivation:

This attribute is usually set up by the system administrator or OKR manager. When the "All Employees Can View Organizational Strategies" button is activated, all users can view the strategic goals and strategies of the organization.
If the button is disabled, this information is limited to only certain users (e.g., admins or leaders).

Why is it used?

Transparent Management: This feature makes the company's management style more transparent. Employees feel more secure by understanding the organization's strategic goals and priorities.
Goal Alignment: Employees can see the strategic goals of the organization and align their own goals with those strategies. This keeps the entire organization moving in the same direction.
Increase Collaboration: When employees understand the organization's strategic goals, they can collaborate more effectively with other teams. This is a great advantage, especially in cross-functional projects.
Motivation and Engagement: When employees understand the strategic goals of the organization, they have a better understanding of what impact their own contributions will have. This increases motivation and commitment to work.

Employees can update their own corporate information: When the button is activated, each employee is authorized to update their own information.

We can write the maximum number of goals per user in the label here, the default value is 0 (Zero) and if it does not change, the user can set as many goals as he wants.

In the second label, the maximum number of keys that can be entered per target period must be entered. If the default value is 0 (Zero) and does not change, the user can specify as many key results as he wants.

Security

In the Security tab, we can add, edit or delete the New Domain Name.

Integrations

In this area, you can see applications that can be integrated with OKR. These connections are integrated into the system by the OKR specialist.

Plan

In this area, you can see two separate packages of OKR and their package contents. It is enough to choose which package is suitable for your institution.

PreviousHow is the period defined in OKR?NextHow to Set Company Goals in OKR?

Last updated 3 months ago

General

Name: You must enter the name of your organization.

Organization Size: We select the range of people working in the organization from the listbox.

Language Preference: We select the application language preference.

Time Zone: We select the time zone we want to use from the listbox.

Description: We can write an optional description.

Application Preferences

Why do we use it?

Increasing Focus: By hiding key results in the first place, users are allowed to focus on goals first.
Visual Simplicity: Hiding key results makes tables simpler and more readable. This is especially useful in large teams or in situations where there are a lot of OKRs.
Improving User Experience: Users can get information more quickly by seeing only targets at first glance.

How does it work?

Hide/Show:
- If the button is active, the key results are hidden, if it is inactive, they are shown.
- In the first impression, the key results are shown by default, you must activate the button to hide it.

Cancel the admin approval process flow: This button offers users more flexibility when it comes to managing their OKRs. In the process, the OKRis not sent to the manager for that nay process.

All employees can manage teams/teams:

Why Do We Use It?

Delegate: This button delegates all employees to manage teams or teams. Normally, such authorizations are usually reserved for administrators or specific users. However, when this feature is activated, all employees can create, edit or manage teams.
Flexible Structure: Especially in flatter organizational structures or where cross-team collaboration is important, this feature provides employees with more autonomy and responsibility. Creating and managing teams quickly creates a dynamic work environment.
Decentralized Management: This feature allows managerial decisions to be decentralized and distributed to teams. This is especially useful in companies that have adopted agile working methodologies.

Activation/Deactivation:

This attribute is usually set up by the system administrator or OKR manager. When the "All Employees Can Manage Teams/Teams" button is activated, all users have the authority to create, edit and manage teams.
If the button is disabled, this authorization is limited to certain users (e.g. admins or team leaders).

Why is it used?

Agility and Speed: The ability to quickly create and manage teams is a huge advantage, especially in rapidly changing business environments. Employees can set up the teams they need without waiting for admin approval.
Increasing Collaboration: The ability of employees to manage teams encourages collaboration between teams.
Empowerment and Motivation: Empowering employees to manage teams allows them to take responsibility and take more ownership of their work.

Considerations

Authority Confusion: The fact that all employees can manage a team may cause authority confusion or conflicts. Therefore, clear rules and processes should be established when using this feature.
Inspection: Regular inspections should be carried out so that the teams do not spread out too much and control is not lost.
Training: It is important for employees to receive training on OKR and team management in order to use this authority correctly.

What's the Use?

Delegate: When this feature is enabled, all employees can create organizational goals (e.g., company-wide or departmental goals). Normally, such goals are usually set by senior managers or leaders. However, with this feature, employees also have the authority to create organizational goals.
Participatory Management: This feature allows more employees to participate in setting organizational goals. This is especially useful in companies with a transparent and participatory management culture.
Flexibility and Speed: The ability of employees to create organizational goals speeds up the goal-setting process and offers a more dynamic structure. Especially in rapidly changing business environments, this flexibility provides a great advantage.

How does it work?

Activate/Disable: This feature is usually set by the system administrator or OKR manager. When the "All Employees Can Create Organizational Goals" button is activated, all users can create organizational goals. If the button is disabled, this authority is limited to only certain users (e.g. administrators or leaders).

Why is it used?

Increasing Employee Engagement: The ability of employees to create organizational goals allows them to be more involved in the process.
Innovative Ideas: Employees can introduce new ideas by creating organizational goals.

What's the Use?

Providing Transparency: When this feature is activated, all employees can view the strategic goals and strategies of the organization. This ensures that everyone understands where the company is headed and what its priorities are.
Alignment and Alignment: Employees can see the strategic goals of the organization and align their individual or team goals with those strategies. This keeps the entire organization moving in the same direction.
Motivation and Belonging: When employees understand the strategic goals of the organization, they have a better understanding of how their own contributions will have an impact. This increases motivation and commitment to work.

Activation/Deactivation:

This attribute is usually set up by the system administrator or OKR manager. When the "All Employees Can View Organizational Strategies" button is activated, all users can view the strategic goals and strategies of the organization.
If the button is disabled, this information is limited to only certain users (e.g., admins or leaders).

Why is it used?

Transparent Management: This feature makes the company's management style more transparent. Employees feel more secure by understanding the organization's strategic goals and priorities.
Goal Alignment: Employees can see the strategic goals of the organization and align their own goals with those strategies. This keeps the entire organization moving in the same direction.
Increase Collaboration: When employees understand the organization's strategic goals, they can collaborate more effectively with other teams. This is a great advantage, especially in cross-functional projects.
Motivation and Engagement: When employees understand the strategic goals of the organization, they have a better understanding of what impact their own contributions will have. This increases motivation and commitment to work.

Employees can update their own corporate information: When the button is activated, each employee is authorized to update their own information.

We can write the maximum number of goals per user in the label here, the default value is 0 (Zero) and if it does not change, the user can set as many goals as he wants.