Source | LinkedIn | Hari T.N | Co-Author of “Saying No to Jugaad : The Making of Bigbasket”
There’s a lot of jargon and abbreviations in HR and on appraisal forms—OKRs (objectives and key results) and KRAs (key result areas) are just a few. But whatever alphabets and names you assign them, these are just tools, or a framework to prioritize efforts and getting individuals in the organization to pull towards a common goal. If one understands the principles and process behind this exercise of objective setting (irrespective of what you call it), you are bound to execute it well.
One thing I have learnt over the years is that the sophistication of a tool or a framework has little to do with its effectiveness on the ground. Those who understand the principles behind a tool manage well even without the tool. The tool merely makes the process a little more structured and efficient. And those who do not understand the principles behind a tool well enough will actually be worse off with the tool! It’s like equipping someone who has no clue how to get to a place with a bike. He would probably end up at the wrong destination faster.