Corvisio OKR — Enterprise-level Goal Setting

@oguz_ozen hi; yes you can choose the update interval as weekly, monthly and quarterly check-in interval in Corvisio OKR. And I am grateful for your question. If you have more feel free to ask.

@recep_sonmez Hi Recep; First of all there are many different ways to approach goal setting. However, very few are as effective and impactful as Objective and Key Results (OKRs). There are two major reasons why OKR remains to be the most popular people management and goal setting framework up until today, despite being a relatively old concept. -First, OKRs are built on two incredibly powerful goal-setting principles: Management by Objectives (MBO) and S.M.A.R.T. -Secondly, the OKR process – from goal setting to measuring and tracking are all focused on what matters most to your business: results. OKR, without a doubt, is among the most helpful frameworks that companies can use today in order to achieve their goals. This framework has two components: objectives and key results. OKR, without a doubt, is among the most helpful frameworks that companies can use today in order to achieve their goals. This framework has two components: objectives and key results. There are also many other reasons to use OKR. One is that it’s easy to implement. Regardless of the industry you’re in, company size, and organisational structure, OKR is flexible and can be tweaked to work with different dynamics. Second, OKRs can help foster collaboration and engagement among your employees, and boost their performance. Because this process has a bottom-up alignment, you can get the buy-in from your workers and ensure their commitment throughout the process. Third, OKRs make bigger goals easy to achieve by breaking them down into smaller, achievable objectives. Your key results make it possible. By setting specific, scalable and time-bound indicators, you can greatly achieve your goals. One is that it’s easy to implement. Regardless of the industry you’re in, company size, and organisational structure, OKR is flexible and can be tweaked to work with different dynamics. Second, OKRs can help foster collaboration and engagement among your employees, and boost their performance. Because this process has a bottom-up alignment, you can get the buy-in from your workers and ensure their commitment throughout the process. Third, OKRs make bigger goals easy to achieve by breaking them down into smaller, achievable objectives. Your key results make it possible. By setting specific, scalable and time-bound indicators, you can greatly achieve your goals.