Koan is more than just an OKR tool-- we created Koan to give users the opportunity to see how their work fits into their company’s overall goals. This organizational transparency allows everyone, from managers to individual contributors, to stay aligned and up-to-date with what’s going on at every level.
But what does this have to do with you and how does Koan fit into your work? This guide will help you answer those questions and help you find the value in Koan.
Your weekly reflection shouldn’t feel like a list of tasks that you completed that week. Instead of a recap of your calendar, your weekly reflection should give your team better insight into how the work that you’re doing plays into your team’s goals.
To give you insight into reflection best practices, we have listed some easy Do's and Don'ts.
By only listing high-value and goal related accomplishments in your reflection, you can clearly communicate with your team how you are contributing to OKRs. You can also directly tie your actions to Key Results using our tagging feature. Looking at the purpose behind the work you're doing helps make your reflections more valuable for others on your team.
Confidence ratings give your team early indicators of how likely you are to hit your goals, or when to change tactics. Each team member has a ton of insight that, when aggregated, paints a complete picture of how things are going. This also makes sure that your voice is heard, even when you and the lead on a Key Result might differ on how well you think you’re tracking.
But confidence ratings can also only do so much. Making sure to give your rating context helps ensure that you’re giving actionable feedback and can help your team even more.
Never submit a confidence rating without a comment to provide context.
Always include a comment when you submit a confidence rating. This will give your team more context into how the goal is doing.
Once you’ve submitted your Reflection, there’s more that you can do to help your team members. Generally, when we think about feedback at work, we think of the manager<>report relationship, but having open peer feedback is just as useful!
Especially through the lens of seeing how the work you’re doing affects the company as a whole, reading your team members’ Reflections gives you insight into what they’re working on and if there is anything you can do to assist. Beyond seeing how your team is tracking towards your metrics and how confident you are in your ability to meet those metrics, you’ll also get a better sense of how your work all ties together.
This doesn’t mean just giving feedback to check a box, though:
Don't give generic feedback when commenting on teammates' reflections.
Be specific when commenting on a team member's reflection. Tell them what they did right and offer support or the opportunity to collaborate when appropriate.
Your team can also create custom questions to increase the data collected by your weekly reflections.
At Koan, we highly suggest that you create custom reflection questions to maximize the value of reflections and to increase engagement for your team. There are two main ways we suggest you do this:
Create a team-specific reflection question that gathers project or department specific data. This is typically a recurring question and functions to help customize the reflection for your team's projects and needs. This question can be asking about a departmental win, a reflection on a specific project, etc.
Create one-time ice breaker questions that improve reflection engagement and increase team bonding. This is likely a series of one-time questions that you change on a weekly basis. Having a fun or silly question helps to alleviate the the reflection experience and also motivates teammates to complete their reflection as well as to read and engage with teammates' reflections so that they can see their colleagues' answers.
Note: And this isn’t the only way to use the data that you enter into Koan. You can also use it to have great team meetings. Check out our guide on that here.