Introduction

Setting goals is simple, but making sure they are attainable and practical is more difficult. However, you must eventually begin establishing attainable objectives for your company. Setting the wrong kind of goal is like trying to run a marathon in high heels sure, it might be possible for someone else who’s not wearing heels and has access to a treadmill. But that doesn’t mean it’s an effective strategy for your business or team!

In this article, we’ll discuss why setting unrealistic OKR goals can hurt your company in many ways and how you can ensure yours are both achievable and inspirational instead by using these tips.

Keep your initial goals small and manageable.

In order to make sure that your goals are realistic and achievable, it’s important to keep them small and manageable. This means setting the right initial target that won’t overwhelm you. If you’re trying to lose weight, an initial goal of losing 10 pounds per month might be a good place to start. If you’re working toward a promotion at work, just getting promoted up one level is probably more than enough, for now, it will give people something concrete they can look forward to seeing happen in their careers.

It’s also important not only what has been achieved but also how much time has passed since the last time someone checked in on progress toward his/her goal. If someone hasn’t updated his/her OKR since December 2016, then it shouldn’t be considered “achieved.”

Abandon the goal entirely if it’s unrealistic and out of your control.

  • If a goal is unrealistic, it’s better to abandon it entirely than try to make it happen anyway.
  • The goal may be too ambitious. Is there a way for you to do what you need without going overboard? If not, consider cutting your ambitions back by 20%.
  • You could be asking the wrong question in this case, what do we want our customers/users/employees/etc., who are looking at our products or services (or even just browsing online) to think about when they see our company name? Consider asking “How can we give value” as compared to “What should I do?” This will help focus on how best we can help others and drive engagement through smart design & execution tactics rather than something else entirely like content creation processes which aren’t directly related.”

Prioritize your goals

Your first step is to prioritize the goals that are within your control and those that are important to you. If they’re not within your control, then they won’t be achievable by anyone on your team and that’s fine! You just need to do better at prioritizing them so that they can become reality.

Prioritize goals that are easy to achieve. If a goal requires more than one person or team member, it may take longer than expected or be impossible for everyone involved in achieving it. For example, if there’s an entire department dedicated solely to increasing sales analytics by 50%, but only 10% of employees have any experience using Excel sheets before this point, well you get the picture here. But don’t let this stop you from trying! Make sure whatever tasks need doing involve as few people as possible so everyone has time left over after completing their tasks/projects at work each day otherwise, no progress will happen at all even if everyone does everything perfectly every single day for months upon months until finally reaching success which isn’t always possible anyway due factors such as budgets being cut short due lack thereof, etc.

Create a culture around OKRs among your team.

OKRs are a great way to measure progress, focus on what’s important and achieve goals. They’re also a good way to set goals and achieve them.

However, don’t forget that you need the power to achieve your OKRs before setting them. Make sure that you have the authority and support from your boss or senior leadership team before launching into this process with your team or individual employees. If there isn’t enough support for you at this stage then it may not be worth pursuing an initiative like this in the first place!

When creating an OKR culture within an organization it’s important that everyone understands what they are being measured against as well as how these measurements will affect their performance levels moving forward. There are several factors that can influence whether or not someone will stick with making changes based on these types of goals.

If you want to be successful with your OKRs, you need to be realistic about what is achievable.

It’s important to understand that OKRs are not a way to set goals you can’t achieve, nor are they a way to set goals you don’t care about. If your team is working on something they’re passionate about, then it doesn’t matter if they don’t understand the details of how the work happens, it just matters that they make progress toward their goal.

The key here is establishing realistic expectations and ensuring everyone understands what those expectations are so that everyone knows when they’ve met or failed them.

Tips and tricks for setting realistic goals

There are a few tips and tricks for setting realistic goals.

  • OKRs aren’t a one-size-fits-all solution. They can be used to set the broadest level of aspiration, but they aren’t intended to be used as a way of creating highly specific goals with small steps and milestones along the way. Instead, think about what you want your team to accomplish over time, and then make sure that your goal aligns with those aspirations.
  • Use OKRs as a framework for setting your overall objectives not just once per quarter or annually, but on an ongoing basis throughout the year so that there’s always an end point in sight when it comes time for annual reviews and planning sessions! This way everyone knows where they stand at all times even if something unexpected happens along the way.

Conclusion

The main lesson is that there is no secret to creating your OKR. It can look different for every business and every individual, but the most important thing is to keep your OKR goals reasonable and practical. Additionally, you need a group of people to assist you to achieve your objectives and improve over time.