1. Definition
OKR is short for Objectives and Key Results, including two elements: Objectives and Key Results.
2. Purpose
As far as the company and the team are concerned, OKR can simply and easily present the strategic goals of the team, decompose the project, implement the person in charge, and effectively assess the progress of the project, so that the entire company can take uniform actions.
Personally, OKRs can focus on the most important core goals and drive them through key results.
3. Function
Company and team:
Decomposition of goals: The board determines goals and breaks them down into departments, teams, and individuals from top to bottom.
For example, a FMCG company's goal for the quarter is "a 10% year-over-year increase in quarterly sales", and the two key results "increase sales by 3% through anniversary activities" and "increase sales by 7% through dealerships and group buying activities" It is decomposed into the two departments of operations and sales, and then the tasks are decomposed in detail within the department.
Plan execution: The OKR system can be established from two time periods (quarterly, yearly) and three organizational dimensions (company, team, individual).
For example, Google has annual OKRs and quarterly OKRs, and there are different tiers of OKRs from company, team, manager, and individual that work together to ensure that the company runs as planned.
Negotiation and communication: Employees and managers negotiate and set OKR goals together. For example, the employee says, I want to do X, the employer says I want you to do Y, and they compromise on the Z goal in the end.
Personal Growth:
Multi-dimensional development: Personal OKRs include work, family, study, interests, health and other aspects, which can ensure the multi-dimensional and balanced development of individuals.
For example, a goal to increase intimacy with your family can be formulated and broken down into key outcomes such as: 2 family trips, 15 minutes of chatting with your partner per day, one parent-child activity per week, etc.
Follow-up progress: summarize and adjust OKRs quarterly to keep track of the progress of goal achievement.
For example, in a quarterly study plan, Key Result 1: Read 8 books (0.5, low completion, 2 personal growth books and 2 art books)
4. The key
① The goals set must be ambitious and challenging, and have a certain degree of difficulty.
②The goal is "quantifiable", instead of saying "I want to improve the content of the website", it should say "I want to increase the number of website views by 15%".
③ The key results should be clear and conducive to the achievement of the goals, and the numbers can be used to quantify and promote the goal grading.
④ Each key result is scored annually and quarterly, with a score of 1 for completed, a number between 0 and 1 for partially completed, and 0 for no progress.
⑤ The ideal score of OKR is between 0.6-0.7 points. If the score of many goals reaches 1, it means that the goal is set too low and not challenging; if the score is lower than 0.4, it means that there may be problems with the working method. But low scores should not be penalized, but should serve as a basis for improving OKRs for the next quarter.
⑥ Do not set too many goals. For the company and the team, 4 to 6 goals are more appropriate, and the key results of each goal should not exceed 4; for individuals, the annual goals (including work and life) should not exceed 10. , and no more than 6 key results per objective.
⑦When summarizing the goals every quarter, you can add and adjust some goals or key results according to the actual situation. Do not delete the parts that are not planned to be completed or cannot be completed, but you can make adjustments.
⑧ The OKR results and results of all employees of the company should be kept open and transparent internally, which is beneficial for everyone in the company to understand what other people are doing and the next steps, and is more conducive to the task allocation of project implementation and the alignment of all employees. For individuals, disclosing their OKRs on social platforms is also conducive to urging them to complete their goals on schedule.
5. Practice
My Q3 OKRs as a small example in practice:
Goal 1. Complete system learning and write deployment documents
Key result 1.1 In-depth study of the new system and mastery of basic operations (0.6, overall mastery)
Key Result 1.2 Equipment Operating Procedures Completed (1.0, Completed)
Key result 1.3 6 deployment documents published (0, not started)
Goal 2. Read, study or write every day
Key result 2.1 50 days spent reading, studying or writing for 30 minutes (0.5, 27 days completed)
Key result 2.2 Write 12 original articles (0.7, 8 completed)
Key result 2.3 8 books read (0.5 out of 4)
Key Result 2.4 Completion of the [Architect] course 20 hours (0.8, 15 hours 47 minutes completed)
Goal 3. Wealth Goals
Key Result 3.1 The number of days billed is 60 days (1, completed)
Key result 3.2 Weekly review of optional stocks (1, completed)
Key result 3.3 70% balance of monthly income (0.8, open source and reduce expenditure)
Goal 4. Practice the vest line, weight 70kg
Key Result 4.1 The number of days when caloric intake was not exceeded was 40 days (0.5, 20 days not exceeded)
Key result 4.2 50 days of 30 minutes of exercise (0.8, 38 days of exercise)
Key Result 4.3 38 days of keep practice (0.5, 19 days of keep practice)
Goal 5. Do time planning and recording every day
Key Result 5.1 Daily morning journal (1, done)
Key Result 5.2 60 days for time investment to reach grade B (0.6, 36 days for time investment to reach grade B)
Goal 6. Interpersonal goals (1, can't disclose details)
Goal 7. Learn to draw, play photography
Key Result 7.1 Complete "One Painting per Month" 4 (1, complete)
Key result 7.2 Photographic creation (finished product) 4 copies (0.3, 1 copy completed)
How to implement OKR and target management? The easiest way is to integrate OKR and target management into the business scenario of weekly reports, which can be continuously updated and followed up. Let the weekly report truly reflect the weekly goals, let everyone clearly know what to do, and let the Team Leader know whether the team is focusing on the most important goals. At the same time, it can quickly adjust the goals and quickly implement them into the actions of each team member.
Experience: The implementation of the OKR work method will inevitably bring teams and individuals together to important goals, which is conducive to the development of individuals and teams. It may not be acceptable to team members at first, and it feels like someone is forcing them to learn, so Here, the implementation of the OKR work method needs to pay attention to the methods and methods.