Avoid Mistakes established OKR
According to the results of the target agreed to develop clear and effective OKR can push the team to achieve great goals, and the organization focus on the most important priority. Poorly written OKR may lead to policy confusion, undermine the internal indicators, and led the team to focus on maintaining the status quo rather than break the status quo.
Developing OKR, try to avoid these errors:
Miscommunication OKR stretch goals
Setting stretch goals requires careful communication within the team as well as other targets associated with the extended team goals. If your project depends on the other team's goal, make sure you understand their concept of goal setting. If they are using stretch goals, you should expect them to provide about 70% OKR of.
Here you can share an example of the author's personal experience: I Division in the implementation of OKR, the department responsible for key author of the results on the official website of the line of a content page. However, due to the lack of smooth communication in the development process of OKR, leading R & D resources no schedule (R & D also busy with their own OKR it), eventually leading to this result can not be the key to progress, then the result of out of control.
Business as usual OKR
OKR is usually based team believes it can achieve goals without changing anything they are currently doing, rather than the team or its customers really want. To test this, we [stack] methods can be used, depending on the desired rank and value the efforts of the team's current work and new project requests. If OKR contain any other content except the highest efforts, then they are like business as usual OKR. Give up work low priority and resources reallocated to the top of the OKR.
There are some goals per quarter will remain unchanged, such as "to ensure customer satisfaction than XX%", if the target is always in high priority, then this is certain. But the key results should be developed to promote the team continue to innovate and improve efficiency.
So, set the target's likely to lack ambition. On the other hand, OKR is seen as [change] administration, it is naturally locked in, want to deny their employees are doing the work, I am afraid that "failure to work" than the more difficult to accept. OKR principles and implementation process is not complicated, but it contains a lot of management thinking at all. If managers do not have the courage to change, whether OKR, amoeba or some other method can not save a company's management. Implementation OKR, we must have the determination ton output capacity.
sandbag
能够不需要争取资源，就能满足OKR所需资源的团队，可能要么之前囤积资源，要么没有给团队足够的压力，要么两者兼而有之。
低价值目标
目标应该保证清晰的商业价值，否则没有必要投入资源来实现目标。“低价值目标”是指即使实现了，也不能给企业带来明显进步的目标。只需要一个问题“是否存在这个目标在某种情况下取得100%实现，却不提供任何组织价值的情况”，如果答案是肯定的，请把这个目标修改成有价值的目标。
目标的关键结果不足
如果某个特定目标的关键结果并不代表完全实现该目标所需的全部结果，则可能会发生OKR的意外失败。这可能会导致资源需求得不到满足以及目标不能按计划完成。
制定团队OKR
尽管制定OKR的方法会有不同，但是首先制定公司的目标是最利的，这将会帮助团队和个人以实现公司的大目标为基础，设定目标。同时，保证个人和团队目标和公司目标的对齐。下一个议题，便是在哪些层级实现OKR，是事业部、部门还是小组。
对于团队一级的目标，我们要明白组织的目标不需要在团队目标中一一体现出来。也许一个团队的目标只需要关注某一个组织目标即可。但是，每个团队目标至少要和一个组织目标有所关联。
制定团队目标的一种方法，是召集所有的团队负责人在一起开会，制定目标。在谷歌，团队负责人会在公司目标的背景下，列出下一季度的一系列优先事项。在确定优先级时，需要明确组织的目标并不断检查以下注意事项：
团队的优先事项是否和某个组织目标相关联？
团队的优先事项是否能够帮助组织目标取得有效的进展？
是否有其他很重要的事情被遗忘了？
优先事项是否超过三个？
要注意，OKR不是检查项。绝对不能把他当成部门这个季度主要工作的列举。如果一个团队把OKR当成是公开的ToDoList，将会导致目标的描述过于具体和规范，而失去了作为指明团队目标的方式。我们应当使用OKR来定义团队希望达到的情况，并让团队想出实现这种情况的方法。
结语
Enterprise project management process, clear vision, strong consensus in favor of the formation of the team, thus maximizing synergies, but also ensure that the most important condition for a project to promote the efficient and controllable. OKR process is executed in the execution of a corporate projects, for enterprises to indicate OKR most critical business metrics, but how to accomplish or realize these key business metrics depends on the implementation of the OKR. CORNERSTONE offer including task / demand / test management, iteration planning, defect tracking, reports, statistics, teamwork, WIKI, share files and calendar function modules, the following team of 20 people is free, you can register for free click CORNERSTONE .
