In a world of vibrant start-ups and scale-ups, achieving goals quickly and delivering significant results are absolute imperatives. It is in this quest for performance and efficiency that the method of the Objectives & Key Results (OKR or objectives & key results) has established itself as a powerful catalyst for ensuring entrepreneurial success.
To concretely illustrate the impact of OKRs in the French start-up ecosystem, we have collected four inspiring examples during the’OKR Forum 2023. These organizations, which developed very quickly, used the OKR method to support them in their structuring and acceleration. Here are their concrete testimonies about the effectiveness and agility of Objectives & Key Results to generate growth.
OKR goals to promote team alignment (example at Partoo)
Bringing together more than 450 employees, the scale-up Partoo offers an all-in-one SaaS platform allowing establishments of all sizes to manage their online visibility and improve customer interactions in order to grow their business while adapting to the evolution of the buying journey.
Since its creation in 2014, Partoo has chosen to use the OKR method for three main reasons: aligning all the teams in a context of a massive influx of new employees, ensuring that everyone is moving in the same direction and Managing projects more effectively and in the long term.
OKR allow the scale-up to translate the vision into concrete goals and projects and promote communication and transparency within the company.
From a more operational point of view, the Objectives & Key Results They are reviewed every quarter. In the first month, the objectives are defined and challenged within the Comex, then shared in cascade to the other managers and teams, who in turn define the OKRs for their respective areas.
3 good OKR practices at Partoo
- The OKRs are reviewed at least once a month during the Comex sessions. Everyone keeps an update on progress. This allows the company’s performance to be managed precisely and to adapt continuously to the rapid evolution of the organization.
- One Dedicated team for strategy supports managers in the definition of OKRs. This allows for optimizing the selection and formulation of key objectives and results, and ensuring the cohesion of the whole.
- The OKRs are degraded in cascade down to the level of each team, However, they are not detailed at the individual level. This not only saves time, but also ensures collaborative and coordinated work in a team or project group.
Read also « OKR’s at Partoo: CEO’s experience » (Tribes)
« The OKR method allows teams to align despite the increasing number of employees, to ensure that they progress together in the same direction, and to more finely manage projects.»
Alexis Loppin, Chief of Staff at Partoo
OKR for setting and challenging priorities (example at Spendesk)
26th unicorn of the French Tech sector, with a now European dimension, the scale-up Spendesk Since 2016, it has been offering a cost management platform for companies. The solution allows for the centralization and control of payment methods, expense notes, supplier invoices, and pre-accounting tasks.
At Spendesk, OKRs have been used since the beginning of the company, at the initiative of the CEO. Rodolphe Ardant, very inspired by John Doerr's book « Measures that Matter ». The Objectives & Key Results, The programs, implemented directly for all employees, have always been deliberately very ambitious in order to encourage the search for effective solutions and actions.
The OKR framework is based on a quarterly cadence, punctuated by numerous iterations. The objectives are defined according to a W-method (approaches) top down and bottom up) and communicated in a transparent manner. Initially rather functional, the objectives are now oriented towards those of the company. functional leaders Within the teams, they allow the OKRs to be monitored and the action plans to be finely managed.
3 good OKR practices at Spendesk
- Take the time to clearly define the OKRs For our witness Guillaume Linet, « It is important to spend time on the definition phase of OKRs for better execution later on. »At Spendesk, the first month of each cycle is dedicated to refining and specifying the key objectives and results through questions/answers, surveys, meetings, etc., with numerous iterations.
- Follow regularly the Key Results At Spendesk, part of each weekly Comex point is dedicated to monitoring performance indicators so that they can react in case of a «disruption».
- Raising awareness of OKRs from the very beginning of the program’Onboarding new employees to ensure that they become familiar with the method and its rituals quickly.
« OKRs allow us to stay focused on our priorities. They are an opportunity to build our organization not by skills but by opportunity, based on the goals set.»
Guillaume Linet, Chief of Staff at Spendesk
OKR to combine performance and creativity (example at MyBestPro)
Present in 9 countries in Europe with nearly 300 employees, the scale-up MyBestPro, Today a subsidiary of Vivendi, it is the leader in digital connectivity between individuals and professionals in 5 markets: well-being (Wengo, the first coaching marketplace in Europe), work (Habitatpresto, a major player in home work), legal (Juritravail, the leading French player in legaltech), education (Bordas soutien scolaire) and telecommunications (Graam, a SaaS solution for business telephony).
At MyBestPro, OKRs were introduced in the early 2010s, following the agile Scrum methodology previously practiced, to meet the needs of the business. Development and organizational issues of the company and remain within a logic of mixing talents through iterations top-down and bottom-up in order to better achieve the objectives.
The Objectives & Key Results enable you to combine performance and efficiency while allowing the desires and creativity of the employees to run free, providing methods to bring these desires to life and put them into action.
Building on well-established rituals inherited from the pre-existing horizontal agile organization, OKRs have become quite naturally established within the organization. Thus, a fairly classic pattern can be observed: annual, quarterly and monthly meetings, motivated and nurtured by managers and project leaders.
3 good OKR practices at MyBestPro
- To repeat constantly Teams rely on all the rituals to build and feed the OKRs continuously, by fostering creativity and alternating demonstrations, retrospectives, and Planning Poker.
- Improving the formulation of the OKR to give meaning and see what each person contributes through their actions. A precise, accessible, measurable OKR allows for dialogue and, potentially, the collective resolution of difficulties. For Anne-Fleur Saraux, « OKR are the language of the company, It is a language common to all ».
- Relying on operational efficiency by relying on good communication, aligning teams and concentrating everyone’s efforts on clear and shared objectives.
« OKRs allow for creativity to run free, for divergence and convergence, and, based on ideas from the field, for implementing actions in the right direction.»
Anne-Fleur Saraux, General Director of MyBestPro
OKR for transparent structuring (example at Wecandoo)
Created in 2016, the social start-up Wecandoo Organizes workshops on the art of craftsmanship in France, Belgium and the Netherlands for individuals and companies. The start-up brings together passionate artisans and producers eager to share and pass on their expertise with people who want to learn about artisan creation.
At Wecandoo, OKRs were adopted in 2021 for two main reasons: Catalyze and channelize energies teams that are very keen on initiatives, and to give more visibility and transparency regarding the company strategy.
The method of Objectives & Key Results This enabled the introduction of a best sequencing actions and’improve communication in the service of achieving the objectives.
The OKR cycle is underway in the quarter or the quadrimester. One month before the start of each cycle, department heads and managers identify the« pain points » with the teams to bring them back to the Management, who define and challenge the company’s strategic axes and OKRs. These are then translated into action across each department and team, with execution mainly being driven by the teams’ initiatives to achieve the goals. Key Results.
3 good OKR practices at Wecandoo
- Well-train employees in OKRs Newcomers benefit from training on OKRs integrated into the onboarding program and participate from the very beginning in a brainstorming session so that they can take ownership of an initiative related to OKRs. Key Result. For Edouard Eyglunent « This allows the new employee to be integrated into the method and the team at the same time. ».
- Nominate «OKR champions» They are responsible for monitoring the implementation of the OKRs within the teams under the guidance of an «OKR lead». These «OKR champions» receive more advanced training on the method.
- Turning OKRs into a moment of celebration : ensure that the quarterly OKR review is a festive moment, a way to relieve the teams and get them out of the «action mode” run ».
« The OKR method is a clear and fun method that helps to stimulate everyone’s initiatives!»
Edouard Eyglunent, Co-founder and CEO of Wecandoo
The main points to remember
⬜ The OKR method is increasingly being used by start-ups and scale-ups in France to support acceleration and structuring in the context of hyper-growth.
⬜ From prioritizing tasks to aligning teams, to strategic management, OKRs help meet the challenges of entrepreneurship.
⬜ One OKR training It is essential to enable employees, from the moment they arrive, to understand and use the method in order to achieve team objectives.
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