OKR is a hot topic in recent years, it has made no small contribution to the development of Google, and therefore be applied more domestic and foreign enterprises. However, it was due to its success, it was not wasted on it, conclude two reasons:
- To challenge OKR emphasized master is not enough
- There is a problem in the way of implementation of OKR
However, there are also links these two points, as if challenging this link is not ready, will indirectly lead to later problems with the implementation.
Source: tita.com
"OKR Work Act," a book the author has mentioned, key results OKR should be a 50% confidence to achieve the indicators to measure whether the objectives achieved, the emphasis here is the challenge OKR confidence index. There are businesses too cautious, to develop indicators of almost just a little to do a little upgrade in the history of performance, but even without OKR achieve corporate strategic than ever slightly improve performance is to be achieved, why pay to adapt to the price of new management it? Some companies are too divorced from reality, to develop a risk index value is very high, a lot of investment in human resources, but with the expected results achieved far. So, not sure of challenging good, OKR will be difficult to achieve the desired results.
50% confidence index means that the difficulty of the person in charge of the key outcomes To fully control the things double. For employees, in order to achieve this doubling difficulty indicators need to make some changes, perhaps to improve their work efficiency, innovation and perhaps new ways of working, which have their own business will be an upgrade. It is this challenge to stimulate potential employees, improve employee capabilities allow enterprises can achieve its strategic challenges.
OKR is a new management style, from the implementation of the objectives to establish the key outcomes and then to break down the specific implementation of the program, this is not a simple process, it is destined to not be smooth. It is challenging this regard, it will be difficult to place at its disposal from the outset, need to be evaluated at the end of each OKR to derive confidence index is too low or too high a conclusion before the next adjustment in OKR until you can fully grasp the right degree of their own business, this time OKR will show its greatest value.
Challenging to develop a reasonable, then immediately followed by the implementation of the program can be better demonstrated. Not to think about what kind of difficulties to achieve the index will encounter, but lists all the ways to reach targets, encountered a problem and then try various solutions, not difficult heart from the outset limit their strength.
Are you OKR can achieve the desired goal? If you are confused there, set off from challenging goals, and let the most appropriate challenge to bring you the most valuable OKR management by objectives.
Source: tita.com