In this episode Roly Walter, Founder of Appraisd welcomed Elizma Els, Head of Human Capital, Boxfusion to discuss her experience implementing OKRs at Boxfusion.
Setting OKRs quarterly with feedback
Boxfusion cascades annual company goals into departmental and individual OKRs. They review progress quarterly and make adjustments to ensure objectives stay relevant as business needs change. This agile process keeps everyone aligned.
Educating employees on OKR process and purpose
Elizma overhauled Box Fusion's OKR training after the initial attempt failed to engage employees. She educated them monthly on concepts and benefits to gain buy-in for transparently tracking contributions to company success.
Cross-departmental collaboration through OKRs
Mixed team brainstorming linked initiatives across departments, like marketing assisting HR's employer branding. OKRs authorised cross-team partnerships to tackle goals requiring diverse perspectives.
Transparency and accountability with OKR reporting
The Appraised system flags incomplete OKRs for follow up. Managers and employees track progress toward linked goals, fostering responsibility. Visibility into everyone's work prevents objectives from being forgotten.
Common OKR pitfalls to avoid
Elizma warned against rushing implementation and annual evaluations that surprise employees. Regular coaching builds confidence in ongoing feedback outside formal reviews. Thorough training explains goals' purpose to motivate participation.
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