Have you ever wondered how a big Swiss company introduced OKRs? How we integrated them into our already existing culture? Which prerequisites we needed for the introduction? I’m Michael Sommerhalder from Digitec Galaxus and I’m going to present our experiences with OKR to you.
In the past, annual performance reviews regularly caused frustration rather than pleasure among our employees. This one-time feedback was focused on individual goals and because of normal distribution there was always some bargaining for out employees. In an increasingly complex environment, however, only strong teams can produce real innovation. That is why we are now concentrating fully on team goals and team feedback.
OKR was a perfect fit for our challenge. The method promised to improve the alignment between the teams and to unleash motivation. However, we wanted also to take into consideration our already existing culture that laid the ground for a successful introduction of OKR. Together with the previously introduced team feedback, OKR and team missions solved the challenge for us and improved the way we work greatly