How to make it easier to practice some of OKR

What is OKR

In recent years, the concept of OKR in the country began to pop up, some people want to carry out before the company OKR, but before now it seems just where the perpetrators OKR looked OKR information, in line with the boss take credit for the idea of ​​comparing utilitarian in advance, so basically no effect, this changed a good team, lucky to become the technology department (150 people) OKR practice of traders, so the whole understanding of OKR is it not the same, here to share some of the ideas out to share with you and promote each other.

OKR (Objectives and Key Results) ie objectives and key results Act, is set to help us clear objectives, and a set of tracking the completion of the path, here is the formation of a scientific methodology, if properly used can produce very good effect, where a foundation of OKR format is this:

Objective: "What we want to do?" 
　　Key the Result: "How do we know whether to reach the required goals?" 
　　　　Key Action: "In order to achieve results, what action?" 
　　　　Key Action: 
　　　　Key Action: 
　　Key the Result: 
　　Key the Result:

Here at the Uber OKR, for example, more intuitive display:

Recruit more drivers: Objective targets 
　　• Drivers base in all regions of the 20% increase in 
　　length up to 90 hours a week when the average working areas • All active drivers

We can easily recognize that the current urgent point Uber drivers is more to do service, and long time regardless of the various regions to enhance the base of the driver, or to enhance the work of fixed base drivers, to achieve their goal, this is a very simple examples of the OKR

OKR is a small and beautiful things, seemingly small but beautiful is actually a very perfect frame of mind, a book "transient" theoretical framework he saw before me with is basically the same, a transient three-book big theme is:

① stressed that change is proposed target

First, here is how to solve the proposed goals, what has changed is the goal, what is affecting our (drag us back), OKR is the same, each is in fact a OKR proposed to solve our immediate problem, or belt to benefit the real deal

② how to change, to build a critical step

After the proposed target, we need to make a few critical paths, and make sure we can achieve our goals through these critical path

③ build environment, so that our critical path to better execution down

The environment here is the team's identity, the team's habit, difficult team to solve, when the environment is conducive to the critical path to go, the goal is not far away

Then back to our OKR implement the critical path: create OKR-> Refining OKR-> Align OKR-> Refresh refining OKR-> release OKR, it can be seen that frame of mind and above is very similar:

① to set goals => stressed that the proposed change targets 
② Align Target => decomposition KR, build critical path 
③ release target => execution environment to build unity around resources

At this point, I believe that you have a basic understanding of the OKR, a word that is made OKR a goal and set up the critical path to achieve this goal, then we began to discuss how to ask this question OKR

How to create OKR

How to create OKR this problem can not be generalized, even in a proficient team are already familiar with this tool when OKR is a method; create OKR not the same time in a 10-man team with a 100-person team; a team of talented and a the general quality of the team will also be different, so creating OKR is not necessarily the same, but the same is OKR core purpose:

In fact, the significance of OKR is to help nurture the team goal-oriented and results awareness, and strengthen our cross-sectoral cooperation to further help our team to identify hidden potential shares (talent), and give them shape their own stage show

So in the people-oriented premise of this sentence is the team core personnel will propose goals to help the team move forward and get the resources to perform, and relatively utilitarian argument is put forward good OKR and successful resource people executed will be the team core personnel requires us to think about here is the point:

① good OKR requires good thinking and true understanding of the team pain points people made

② team resources are limited, so only good OKR will go on to obtain resources and perform

So OKR may eventually evolve into foster team personnel, team and rational use of resources, we need to recognize that this is a prerequisite

With the above theory, we propose here to explore how OKR standing personal point of view, we are here not to discuss the company's mission to lead the company's responsibility for this thing thinking (since this article is certainly not willing to see much of a leader) , individuals OKR usually two directions:

① to solve their own problems career, this general demand is for promotion

② solve the pain points of the team, this will generally involve changes in the organizational structure of the floor or ground, or product specification system project

And this is also a methodology available, this is the SWOT analysis, SWOT analysis is to help individuals or teams aware of their strengths and weaknesses, so as to formulate a reasonable strategy, there occurred confused with before a small partner career, communicate with me have the SWOT:

	Advantage	Disadvantaged
	① smart, have some bigger picture, and can make suggestions breaking of some ② good communication, socialite character, funny point of view, likely to be carrying people ③ have some business sense can do half PM (Most programmers "introverted") ④ have some family property, you can do a few wayward choice ⑤ high emotional intelligence ⑥ Although the technical medium, but the familiar R & D	① often trapped in the score, humiliating, like good people, can do little leader, great leader has a big flaw ② technical capacity lost a half, and low core competitiveness, and technology has entered the ceiling, and the lower level ③ poor background qualifications ④ a company to be a long, easy or do not do nothing to help his career thing, a waste of time, with the same age of the students slowly gap ⑤ Although high emotional intelligence, but playfully, deep character "straight male cancer", self-centered
opportunity ① Internet more fair, to pay there must gains ② have a certain position in the company, in the development of the core decision-making circles, informative, and is familiar with the boss, most of the team members mediocre ③ a listed company may, if the R & D team listed may exceed 100, even 200 people, the outlook is better ④ mediocre R & D team, own an alternative low ⑤ possible to obtain a large number of options, financial freedom small probability of 20% ⑥ have personal relationships with the leader, was sworn ⑦ have access to some of the industry's high-level, open up their horizons / pattern on the back of the development may have some role in paving the way	Growth-oriented strategy (offensive)   He insisted that the existing team will be listed, set the bottom line for the company executives or subsidiary executives   Think of ways to make independent business owners, or independent department heads reporting directly to CEO	Reverse type strategy (adjustments and improvements, Jones)   Adhere to the company on the market, but their ability value in general, if the R & D team of 200 people, technical ability is poor. To a 50-man team have no control over, so here are two points: 1 still find ways to become executives 2 to enhance their own capabilities, but not entirely technical ability, not because the business needs of technology is easy-to-ceiling transformation PM, usually more than learning knowledge of research and development, the formation of framework to form a methodology to eliminate some of the usual grandiose and useless things
risk   ① development of the Internet tends to be stable, dividend coming to an end, human resources begin to saturate the Internet ② Although the core decision-making circles in R & D, but low development status, are not taken seriously, and the company is not optimistic about the prospects for large ③ If the company is listed, breaking the 150 R & D team, business technical difficulty will be rising, there is a certain probability airborne technology executives, there will be factional dispute, shake behavior ④ age is not small, the company has failed career crash risk ⑤ mediocre team, no helper ⑥ equal work is not good	Diversification strategy (adjusted)   A profound understanding of themselves better than the average programmer's point, and the company pills, or advantage now come will be a hit and scattered in new executives, himself a great career does not stop there, this time limit is set for the primary leader for themselves, and need lifting annual salary   Decisive departure, to small and medium companies to act as a central role, weaknesses, transformation PM, director direction, review technical basis, spend 30% of the time in the direction of architecture and enhance the quality of soft   Company executives observe ways of doing things and organization structure evolution rule, at each stage what will happen at each stage how to do the most appropriate framework to organize, do Dan relatively high leader, Architecture Evolution learning organization, learning technical direction , to the management direction	Defensive strategy (survival)   Profound understanding of their own shortcomings, and the company at risk pills, there is a high risk of unemployment benefits and can not find a good job, is to stay cannon fodder. This time decisively chose to leave, and the need to consider the risk at a 30% decline in working conditions, full consideration is to feed their families   Starting today 60% of the time return to R & D and technology on the basis of steady, keeping the industry knowledge, and write basic business code, aimed at the interview will not be a problem during Look for all possible, into a class, second class Internet company to do a low-level personnel, the accumulation of background, the accumulation of basic knowledge, building blocks for their future career planning

Where the formation of several strategic options, students can do the best option for your situation, and then develop the corresponding OKR according to him; and even if the team is standing firm point of view, then, the B station, for example, SWOT might look like this

Quote: https: //zhuanlan.zhihu.com/p/79719460

Before doing so it OKR, first at first think they ought to do on their own or on the team, and secondly for doing SWOT analysis, and then change the steps proposed OKR can be entered. Of course, I can not help you here and made good OKR, because I do not know everyone's situation, but still made OKR here are some tips:

① do SWOT analysis, we have a clear strategic direction

② goal requires exciting, better way is to start with a verb, easy to understand, such as the OKR:

Objective: to enhance driver satisfaction

　　KR1: define and assess driver satisfaction index

　　KR2: lifting the index to more than 75%

To be added......