Connecting IT team OKRs to business objectives.

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How CPFL linked the OKRs of the IT team to the goals of the business

CPFL plays a role in the entire electricity sector of the country. With a solid history of contributing to the development of cities, the company will celebrate its 110th anniversary in November 2022.

Companhia Paulista de Força e Luz is one of the leaders in the renewable energy sector in Brazil, developing urgent policies aimed at sustainability and seeking to permanently improve the crucial role that the energy sector plays in the future of the planet.

Like Performa_IT, CPFL does not take its eyes off the future and seeks to do more than just fulfill an essential role, the company strives to be ahead in developing technological solutions and good customer service.

Performa_IT partners with CPFL to support the cultural changes and improvements needed to achieve real results in Digital Transformation and Innovation.

The challenge

Looking to the future, CPFL opened the doors for Performa_IT to conduct a workshop focused on OKRs in co-creation with their IT teams.

OKR is an acronym that stands for Objectives and Key Results, which defines the goals to be achieved by the company and its team, and the metrics by which this process will be measured.

To improve business performance by becoming a strategic tool to support the alignment of organizational goals.

The focus is on transforming the company’s culture to make it even more market-driven, and on creating team goals with larger objectives that are compatible with the company’s aspirations.

The process

CPFL works with structured long term planning for key business objectives, but to make the company more adaptable and flexible, the teams’ OKRs are monitored and revisited in periods of 6 months to 1 year, allowing the company to gain more agility and adaptability in the face of market changes and opportunities. The process is divided into 3 stages, depending on the needs of the company.

1 – Defining key results for bigger goals 

The first part of Performa_IT’s work was to connect the goals of the IT areas to the strategic planning of the CPFL group. We did this through a brainstorm with the participation of 8 company managers.

The result of this meeting was the definition of IT objectives, which were used as a guide for the definition of actions at the team level, on the day of the workshop.. 

2 – OKRs Workshop 

The workshop held by Performa_IT was part of the 2023 kick-off event, where the IT teams could personally participate in the presentation of the previous year’s results and learn about the new goals for 2023. This presentation served as a motivator and insight generator for us to start working with the teams.

The workshop focused on the participation of all IT employees to foster a culture of self-organization and co-creation of goals, giving teams the autonomy to define their goals and create a bottom-up strategy.

We had the participation of 130 members of the IT teams, grouped in their respective teams, such as Cybersecurity, IT Governance, etc., and facilitated by our Agility specialists.

During the 6 hours of the workshop, we noticed a lot of engagement among the IPANTS, who were able to analyze the objectives, map the pains, propose actions and even initiatives at the end of the day.

3 – Transparency, aligment and assessment of progress 

After defining the objectives, we will review the progress of the actions and update the delivery control every 3 months to verify that the plan drawn up is actually leading us to our goal.

In these meetings, the teams can discuss the difficulties and bottlenecks that are impeding progress, as well as re-evaluate the previously defined objectives and key results.

Since today’s market is very dynamic, our strategy must promote adaptability to changes, opportunities and/or updates along the way.

Innovation is increasingly about keeping the consumer at the center of decisions, whether in the way the company positions itself in the marketplace, in its internal operations, or even in the way it interacts with the end consumer.


Among the many benefits obtained from the workshop, we would like to highlight the implementation of a culture of innovation and the application of results management methods.

The energy market has changed a lot over the years, especially in recent years, where the implementation of the free energy market has changed the scenario of electricity distributors in Brazil, allowing the consumer to freely negotiate commercial conditions, choose the best price and supplier.

In a company like CPFL, which has been in existence for more than 110 years, innovation must be part of the culture, as continuous transformation and improvement applied over time is what will allow the business to continue to prosper.

Performa_IT's mission is to help companies like CPFL make the necessary changes to differentiate themselves in the marketplace. In this case, through the OKRs workshop, and also by making provocations about the way the company acts and operates, always with a focus on achieving its big goals. 

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