Question
The OKR (Objectives and Key Results) framework encourages employee engagement and goal setting by promoting transparency and allowing employees to set their own goals. This approach fosters a sense of ownership and accountability among employees, as they are directly involved in the goal-setting process and are evaluated based on their execution. The transparency of the OKR framework also promotes open communication and collaboration, as everyone in the organization can see what others are working on and how it contributes to the overall objectives. This can lead to increased engagement as employees understand how their work aligns with the company's goals.
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Grove created the OKR framework based on Peter Drucker's Management by Objectives system. At his previous job, he realized the value of execution versus expertise, so he turned the classic management system on its head to allow workers to set their own goals and be graded on their execution. While Andy Grove invented OKRs, it wasn't until John Doerr introduced the system to Google in 1999 that it really took off. Doerr later wrote the book on the subject, where he also detailed how Intuit survived a series of competitive threats with a transparent culture that enabled it to be more openly connected via the OKR framework.
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