Success and contribution go hand-in-hand when achieving objectives.
As a productive and competent manager or team member, you enjoy being able to contribute to the overall goals of a company through your work. These goals are established by strategic planning and set forth by an organization yearly or quarterly and relayed to each team and individual. Desirable outcomes combined with a unified direction is what drives success. Organizations, product owners, and even individuals benefit from attaining these goal.
Progress in an organization is driven by the achieving of objectives, which is a core ProjectOne concept that is supported by weekly and daily tasks.
Tracking contribution to your objectives using ProjectOne
Objectives are created in the task board by management. These tasks are assigned a point value that estimates the amount of effort it will take for the team to complete the task, and represent the maximum points that the team can receive for its contribution. These points are defined by the manager, and one way to quantify them is by estimating the number of hours that it would take a qualified team member to finish the objective with the best outcome.
Individual tasks are then created through the ProjectOne task board. Managers delegate daily tasks along with allocated task points. Each task is linked to an Objective, thus constituting the work needed to accomplish them. As the team completes their tasks, the individual and the teams align to earn Objective points, therefore, quantifying contribution.
Objectives and Key Results (OKR) are not new concepts, but ProjectOne assists you in grasping this ideal and determining what needs to be accomplished with binary results.
The required results are a combination of completed tasks that accomplish your overall Objective.
To help you achieve project success using ProjectOne, let’s run through some examples of good and bad OKR settings.
Example 1: Making your video go viral on Youtube
Theobjectivein this case would be: Make our video go viral!
The Key Results a manager would expect are:
- Generate 100,000 views on our Youtube channel
- Get 10,000 new followers on Instagram
- Increase organic engagement by 40%
This is a good example of an OKR. The Objective is aspirational and moves the company forward while the KRs are numeric and objectively quantify the success of the overall Objective.
Using ProjectOne, a manager is able to assign points and quantify each task and its unique value in accomplishing the objective.
An example of Bad Key Results for this Objective would be:
- Make videos for Youtube,
- Get more Instagram followers
- Improve engagement
Example 2: Driving a successful product launch
The Objectivein this case would be:Design, create, and launch new product
The Key Resultsa manager would expect are:
- Interview 50 existing customers on what they would like to see for a new product line
- Create new product using feedback
In this case the OKR could use some work.
The Objective is likely not possible to achieve in a single quarter. And while the first KR is good, the second result is not quantifiable. By inciting team managers to assign spec points and task points to each task connected to an objective, ProjectOne helps to quantify the contribution made towards the end goal and ultimately increases your project’s success.
The Contribution of a team is reflected in the summary provided by ProjectOne. Data is accumulated per team simply by calculating each individual’s contribution to objectives.
Remember Objectives are large aspiration goals and KR’s are a quantifiable measurement of that goal.
When team members are spread across the globe or working from home, team management can get tricky – but it doesn’t have to be a challenging task.
At ProjectOne we think about all these variables influencing remote workers’ performance and ability to deliver quality work, just as they would in an office.
ProjectOne introduces a new way for teams to measure key metrics of effort and productivity to ensure the success of a project.