\u00d6verraskande snabb \u00e4rendehantering<\/strong> (i ett supportteam)<\/li><\/ul>\n\n\n\nKey results \u00e4r de resultat man anser beh\u00f6ver ha levererats f\u00f6r att det objective de tillh\u00f6r skall vara uppfyllt. En viktig komponent h\u00e4r \u00e4r att de sitter ihop och beh\u00f6ver vara kompletta, dvs man vill inte hamna i en situation d\u00e4r man uppn\u00e5tt alla f\u00f6rv\u00e4ntade resultat men \u00e4nd\u00e5 inte upplever att man n\u00e5tt m\u00e5let.<\/p>\n\n\n\n
Key results \u00e4r m\u00e4tbara, tydliga och begr\u00e4nsade i tiden (ofta underf\u00f6rst\u00e5tt d\u00e5 de s\u00e4tts f\u00f6r en specifik tidsperiod).<\/p>\n\n\n\n
Man beskriva det som att ett objective beskriver vart man vill<\/em> och key results ska besvara fr\u00e5gan \u2018hur vet vi att vi \u00e4r d\u00e4r?<\/em>\u2019<\/p>\n\n\n\nKikar vi p\u00e5 v\u00e5ra exempel ovan vore ett resultat om f\u00f6rs\u00e4ljning inte tillr\u00e4ckligt f\u00f6r v\u00e5rt m\u00e5l p\u00e5 organisationsniv\u00e5 utan vi skulle d\u00e4r vilja se ett m\u00e5tt \u00e4ven p\u00e5 l\u00f6nsamhet. S\u00e5h\u00e4r skulle key results tillh\u00f6rande ovan objectives kunna se ut:<\/p>\n\n\n\n
Objective: Kraftig tillv\u00e4xt med bibeh\u00e5llen l\u00f6nsamhet<\/strong><\/p>\n\n\n\nKey result: 35% f\u00f6rs\u00e4ljningstillv\u00e4xt j\u00e4mte f\u00f6reg\u00e5ende \u00e5r<\/p>\n\n\n\n
Key result: 10% l\u00f6nsamhet<\/p>\n\n\n\n
Objective: St\u00e4rk v\u00e5ra kundrelationer genom event<\/strong><\/p>\n\n\n\nKey result: 300 deltagare p\u00e5 interna event<\/p>\n\n\n\n
Key result: 80% betygs\u00e4tter v\u00e5ra interna event som bra eller mycket bra<\/p>\n\n\n\n
Objective: \u00d6verraskande snabb \u00e4rendehantering<\/strong><\/p>\n\n\n\nKey result: Snittid till f\u00f6rsta kontakt mindre \u00e4n 2 timmar<\/p>\n\n\n\n
Key result: 200 \u00e4renden f\u00e5r f\u00e5r respons inom fem minuter<\/p>\n\n\n\n
Key result: Tid fr\u00e5n f\u00f6rsta kontakt till avslutat \u00e4rende \u00e4r i snitt mindre \u00e4n 16 timmar<\/p>\n\n\n\n
N\u00e5gra riktlinjer h\u00e4r \u00e4r att varje objective inte b\u00f6r ha mer \u00e4n max 3-4 key results kopplade till sig (kom ih\u00e5g att det handlar om fokus!) och att man s\u00e4kerst\u00e4ller att det man vill m\u00e4ta \u00e4r m\u00e4tbart utan en allt f\u00f6r stor insats. Notera \u00e4ven ovan att vi inte n\u00e4mner n\u00e5got om aktiviteter i v\u00e5ra OKR – vi fokuserar helt p\u00e5 m\u00e5l och resultat, sedan \u00e4r det upp till de som jobbar med dessa att ta fram planer och aktiviteter f\u00f6r att n\u00e5 \u00f6nskade resultat.<\/p>\n\n\n\n
OKR \u00e4r inte heller \u00e4mnade att f\u00e5nga allt arbete som utf\u00f6rs i en organisation. P\u00e5 samma s\u00e4tt som de inte inneh\u00e5ller resultat som att du ska l\u00e4sa alla dina mail eller s\u00e4tta p\u00e5 datorn varje dag s\u00e5 \u00e4r rekommendationen att de inte omfattar aktiviteter som \u00e4r \u2018business as usual\u2019 s\u00e5 l\u00e4nge detta inte utg\u00f6r en avg\u00f6rande del av arbetsveckan.<\/p>\n\n\n\n
I de fall l\u00f6pande uppgifter utg\u00f6r merparten av arbete i ett team kan det vara v\u00e4rt att f\u00e5nga upp och skapa ett OKR runt f\u00f6r att \u00e5terge en mer korrekt bild kring teamets fokus – men ambitionen \u00e4r att de OKR man tar fram ska f\u00e5nga de resultat som \u00e4r n\u00f6dv\u00e4ndiga f\u00f6r att organisationen ska ta sig fram\u00e5t. D\u00e4rf\u00f6r kan OKR innefatta allt ett team g\u00f6r f\u00f6r ett team medan ett annat bara dedikerar ett par procent av sin tid till att driva sina OKR (medan resten av tiden g\u00e5r till l\u00f6pande processer). <\/p>\n","protected":false},"excerpt":{"rendered":"
Vad \u00e4r d\u00e5 ett objective och ett key result? Ett objective kan j\u00e4mst\u00e4llas med ett ambiti\u00f6st och inspirerande m\u00e5l. Det ska staka ut riktning, ha en tydlig koppling till antingen bolagets \u00f6vergripande m\u00e5l\/objectives eller till sj\u00e4lva visionen och allra helst vara kvalitativt (dvs utan siffror). H\u00e4r \u00e4r n\u00e5gra exempel p\u00e5 objectives: Kraftig tillv\u00e4xt med bibeh\u00e5llen […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":6,"comment_status":"closed","ping_status":"closed","template":"templates\/page-okr.php","meta":{"footnotes":""},"yoast_head":"\n
Byggstenarna i m\u00e5lstyrning med OKR - OKR Bridge<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"http:\/\/13.53.185.170\/sv\/byggstenarna-i-malstyrning-med-okr\/\" \/>\n<meta property=\"og:locale\" content=\"sv_SE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Byggstenarna i m\u00e5lstyrning med OKR - OKR Bridge\" \/>\n<meta property=\"og:description\" content=\"Vad \u00e4r d\u00e5 ett objective och ett key result? Ett objective kan j\u00e4mst\u00e4llas med ett ambiti\u00f6st och inspirerande m\u00e5l. Det ska staka ut riktning, ha en tydlig koppling till antingen bolagets \u00f6vergripande m\u00e5l\/objectives eller till sj\u00e4lva visionen och allra helst vara kvalitativt (dvs utan siffror). 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