In the course of the digital transformation, companies must be able to quickly respond to changes and streamline cumbersome and hierarchical decision-making process. The introduction of “Objectives and Key Results” (OKR) on a central platform can lead to more flexible and adaptive organizational forms.
A familiar scenario: A customer calls, a colleague is asking for information and urgent e-mails are waiting in the mailbox - all at the same time. In today's work environment, employees frequently have to look after several tasks simultaneously - as the pace continue to increase. Under these conditions, they find it virtually impossible to pursue their own and the company objectives.
However, that applies not just to employees but also the entire company: The present environment is characterized by rapid change, high complexity, global connectivity and continuous transformation. And the speed of change will continue to increase in the coming years - driven by artificial intelligence, IoT and data-driven business models.
This means that companies need agile and adaptable forms of organization. The target system in particular represents a key aspect for the management and direction of an organization. Accordingly, the introduction of “Objectives and Key results” (OKR) is one component of an agile transformation process.