Comment on page
OKR and Prioritization
In our daily routine and work life, we are faced with many tasks and many tasks to be done at the same time. When we open the mailbox, many e-mails with the urgent heading, or messages on our phone and missed calls require prioritization.
So how do we prioritize? First of all, we need to ask ourselves these 2 questions for what's ahead of us, 'how important is it?' and 'what are the effects?' In order to measure how important something is, it is necessary to evaluate what it affects and to make the right prioritization according to the answers we give to these questions. The OKR methodology also serves this purpose. OKR aims to measure and prioritize what matters. For this reason, OKR is not a 'to do list', but a system that focuses on what matters and prioritizes the right goals.
In order to prioritize our goals, we need to divert the same questions to ourselves. How important is the goal I set for my personal development, my team, my company? What will be the short and long term effects of this target? It is important to establish the right communication with our manager and teammates with whom we share our common goals, where we can find answers to these questions while creating our goals.
Evaluating the importance of a goal and its effects by establishing an open communication with stakeholders, and being aligned brings us together on a common ground, enables us to prioritize correctly and achieve success. Otherwise, everyone focuses on their own priority and alignment cannot be achieved. In addition to this, we should create goals that are compatible with the company's goals and strategies and prioritize our goals in a way that will serve them. Thus, as a part of the big picture, we can achieve a holistic success by prioritizing the goals that serve the company's strategies and also support our individual development.
After prioritizing what is important and establishing our goals, we should continue to ask these questions throughout the year and update our priority order according to changing situations and agendas. At the check-in meetings, we should go over these questions and evaluate the effects, and if necessary, we should change our target priorities by handshaking with our manager.
Internal and external factors may sometimes require us to change the priority of our goals. With the agile working approach it offers, the OKR system adapts to changing conjunctures, providing a basis for adapting to change and succeeding in our goals.