If a salesperson at a company on average makes the the company $60 an hour, working 8 hours a day for 6 days a week, how does a 20% increase in their performance contribute to the company achieving their annual goals?
Sounds like a complicated Math problem come to life OR...
A way to evaluate if your Performance culture and systems are able to connect your organization's vision and mission to the goals and targets pursued by every team and individual down to the last mile of business
That is exactly what Klaar enables you to with Nested OKRs.
This is how your standard OKR setup might look like:
Klaar enables you to measure the progress of each Objective either with it's own personal metric or via the progress made on the KR's linked to the Objective.
But what about the progress made on child objectives? How does an update in their progress contribute to the progress on the parent objective?
With Nested OKRS this is the exact question, you have an answer to this exact question...
Consider this scenario:
You own Objective 1
Objective 1 is dependant on the progress is made by your team which is cascaded to KR 1 and KR 2 and Objective 2 equally.
Therefore a progress of 50% on Objective 2 owned by your reportee, means Objective 1 owned by you has made a progress of...
Imagine cascading and interlinking these goals from the CEO to the newest, youngest member of your organisation and tracking your organization's performance to the last percent.
Sounds amazing...how do I configure this?
While creating the OKR, you will have the option to Track Objectives by Rollup from key results and child objectives.
You will see a list of nested OKRs right below with the option to distribute weightage to accurately represent their contribution to the parent Objective:
That's it. You have used Klaar to cascade Performance to the last mile...
