In this article we talk about technology, easy to talk about something, what do you talk? OKR talk about management by objectives has been a very fire. I do not know what your partner a small company, my company launched this year OKR, with a year's time, I feel pretty good, on Saturday took part in the re-set training sessions a day, just to take this opportunity to summarize the way to share with you this excellent tool.
What is OKR
OKRs: Objectives & Key Results (objectives and key results). Is an enterprise, team and individual goal setting and communication tools, methods and practice is to measure the results through the process.
The above explains that it may be more illusory, in simple language, is a kind of self-motivation means urge. For businesses, the previous assessment of employees in most cases are based on the KPI, as long as employees completed the KPI on it. OKR is a KPI and similar tools, but the starting point of the two are completely different. KPI stressed that the hard targets, top-down allocation of tasks, fully complete guide examination results; however OKR not the same, OKR is a way to urge the incentive, the emphasis is innovative and challenging, but also from top to bottom or bottom-up manner, and the biggest feature is OKR scoring is not directly linked to performance appraisal. Of course, here that is not direct, but still affect the ~ ~.
A Brief History
OKR Intel founder Andy Grove, former CEO, in his book "Grove to the manager's first lesson", he explains why he succeeded in creating a OKR, mainly by asking yourself two questions:
- Where am I going? The answer is the target (Objective)
- How do I know if I can get there? The answer is the key outcomes (Key Results)
John Doerr Grove students in full time along with Intel Grove involved in the implementation process of OKR, witnessed how OKRs help Intel management and employees, and finally the successful completion of the transition. With 后约翰杜尔 as an early Google investors will OKR introduced to Google founders - Larry Page and Sergey - Brin, after OKR management by objectives approach to the development of out of control in which Google has become a full member of a self-management tools used.
OKR-making
Objective target
OKR is a scene does not limit the use of a tool, which can be in-house, you can also learn to use a personal life, basic ideas and principles are the same, but different scenarios developed by O is not the same. For us personally, whether it is working or living in a period (cycle where we usually are a quarter, of course, based on individual circumstances, monthly or other time periods are possible) which is generally set 3-4 O the most suitable, easily lead to too much time and energy O is not easy to focus too scattered, too little may not be well positioned to meet their needs, this can be formulated according to individual circumstances.
O-making we need to pay attention to so few points:
- Goal to actively sunshine: a positive sunshine goal is to inspire people to fight, try to adopt an active and positive energy vocabulary when setting goals, such as: improved significantly, far more than significant upgrade, the most successful and so the target must to see people very excited, very passionate. But also be careful not to Void, to avoid the development of some of the fundamental unrealistic goals and use some inappropriate words.
- Goals have challenges: OKR is the core emphasize innovative and challenging, so our goal is to try to have a challenge, that's almost certain goal, do not develop, we need to develop that will be able to just jump jump target, after this goal achieved will have a real sense of accomplishment. Too easy target, challenging not make people lose their fighting spirit. Challenging but also realistic, you can not set goals simply can not achieve.
- The goal for the team to perform and valuable: this is no doubt, the goal for a team, set goals if there is no value and can not perform and that is not valid, worked out and there is no effect, can only fail.
- Transparency: OKR is completely transparent, meaning that anyone can develop OKR others accessible, completely transparent.
Key Results
In making a good after an O, we need to be able to support the O list What are the key results that we need to accomplish. Try to list every 3-4 O KR, KR at the time of writing, we should pay attention to several points:
- KR must be quantifiable: KR mean write time must be put on quantitative indicators, such as: write four month public article number. I can not say "have to write a few articles a month." Such uncertainty will not have the effect of KR, KR is to take the key indicators write, just write out some things can really be implemented.
- KR is the key rather than the result of the work list: many people start writing OKR when KR easy to write a list of tasks one by one, it is not right for each task list belonging to the lower KR, we called the Plan, it is a KR P and the series combination of quantization summary.
- Written in simple language KR positive: with similar objectives, written KR also need to use positive language, and to ensure clear and concise language of the person in charge, to avoid misunderstandings.
- KR must be able to support the specified O: written KR must be able to support the upper O, the time of writing we must determine whether the KR can support O, it can not explain this is not the key KR you do not need to write, in addition to some from KR multiple dimensions to write.
OKR Case
I said earlier, are so many theories, here to give a practical OKR case for everyone to look at specifically what it was like. Also written format OKR mention of no fixed requirements, some people like to use Excel, some people like to use Word or PPT, can, find a way you like like, I personally like the way the brain map used, on the use of here mind map to show you a.
(Ps: The Mind Map is a Mac version of Evernote painting, a little bug, but can be used)
It can be seen above OKR case, the target using the "accelerated" positive words, four KR in both quantitative indicators, targets and key results are relatively clear. (5/10) This figure represents the completion of the KR of confidence, this confidence is very particular about, if too low to achieve illustrate the difficulty of this KR is too large, is not recommended, if too high, KR too easy to explain this complete lack of challenge. So we need to find the key to the results of those Liucheng Qicheng grasp in time to fill in KR. And finally recalled when, OKR scoring and assessment will refer to this confidence.
OKR implementation Note item
Enterprise internal
OKR 的落实主要分为两个方面，一个是企业内部，一个是个人生活。在企业内部如果要落实 OKR 的话一定要确保透明，不管是领导制定的 OKR 还是员工制定的 OKR 都要无条件透明，最好的方式就是录入系统或者打印贴出来。而且 OKR 在制定的过程中一定要通过共识会达到相关人员的共识才可以，不能闷着头自己制定，制定完了就不管其他人了。因为工作中很多时候我们的目标是跟公司的愿景是一致的，而且大家很有可能自己的一个目标是需要其他团队的同事支持的，所以一定要有共识会，让大家都知道你制定的 OKR 是什么，从而达到一致。
企业内部的落实还有一个很重要的注意项就是考核问题，OKR 跟之前 KPI 的考核方式完全不一样，前面提到了 OKR 在一个季度或者月结束后是会有打分的，OKR 的打分不直接影响考核，但是会被参考。另外考核也需要看每个 KR 的信心指数，因为OKR 的打分是个人自己打分的，分打的高或者低都是自己的意愿。这里有小伙伴可能会说，既然是自己打分，那肯定打高一点啊，那么问题来了，如果一个 KR 的分打的很高，那么是不是可以认为这个 KR 不够挑战呢？是不是太容易完成了呢？当然不排除 KR 确实很难，但是就是完成的很出色的这种可能性。
所以总的来是，企业内部 OKR 的考核是需要参考 KR 的信心指数以及打分情况综合考虑的。另外还有一点 OKR 是鼓励创新和挑战，所以是不存在惩罚的。
个人生活
OKR 除了在工作中使用，也完全可以用到个人家庭生活中，按照个人习惯可以指定自己或者家人的年度，季度或者月度的 OKR。比如你可以指定自己每个月要阅读两本书，以及每个月要锻炼身体五次等有意义的 KR。另外你完全可以指定一个年度理财计划目标，通过具体的阅读投资书籍，或者购买基金股票，以及其他方式的投资来支撑你的目标，从而列出一系列的关键 KR。
总结
Today, we introduce a good target management tool OKR, this tool is popular in the country the past two years, but in fact, very early on in a foreign country has been used, compared to the domestic popularity of late a lot. Want in-depth study of management by objectives approach OKR students can focus on Java technology geeks public number, reply keyword "OKR" in the background shared by acquiring several Java Geeks technical team of several e-books on OKR target document management approach, in-depth study. More quality information can be obtained by replying keyword "keyword", there are more high-quality resources you get.
The above is the OKR is unconditional and transparent, posted the following about my own personal OKR the second half.
