Therefore, you OKR were studied:
You see OKR about Google Video.
You read a lot of blog about OKR: Tita OKR official blog.
You know, Intel, LinkedIn, Twitter and dozens of Silicon Valley companies are using popular unicorn OKRs method to define, adjust and make progress on its most important goals.
Maybe you even joined the OKR application on the column know almost.
Everything sounds very good, so you decide to start OKR in the company, at least for purposes of your team. After the initial excitement, you realize that you still do not know how to get started. Therefore, you need to know almost see published in the OKR dozens more questions and answers.
OKR still using a medium-sized company, a manager in the first quarter summed up his experience in this aspect of performance management:
"Our CEO said, 'retaining customers is our top priority.' Traditionally, customer retention is our customers' success team problem; they are responsible for the ongoing management of customer interactions and renew Initially, everyone thought the customer. success will only make more efforts to improve customer retention, while other sectors continue to focus on the same priorities and then, each team in charge of people are beginning to ask:? what my team can do to increase customer retention inherent OKR discipline so that we concentrate on, so that each field can work together to improve customer retention. "
He then provided some concrete examples that demonstrate how OKR quickly to establish a consistent company-wide culture:
product team "Our past has been focused on the functional requirements of our customers want to think of something new, or may be separate from competitors the cool stuff, but now before approving new feature request, our product team will ask the same question: how to improve this product to improve customer retention "?
Marketing team, "we will traditional activities sponsored by channel partners into the activities of marketing methods to start the first annual user conference. We spent some time in an interview with the client user conference and gather valuable survey data."
Sales Team "Even though our sales team now take the time to call our installed base, and ask open questions about how to add value. They do this just to build relationships and to emphasize the importance of long-term cooperation. Now, sales key representatives have a clear result "for two hours with senior management product feedback meetings with all Tier 1 customers in 60-120 days before the renewal date of the contract."
OKR three major benefits:
"The focus is every team meeting in the same theme. We started from OKR, and limit the number of objectives and key results, in order to reduce the dialogue, in order to achieve measurable progress in achieving our most important goal."
"Teamwork will be even better! everyone on the team, even everyone else on the team now (for example, customer retention) towards the same goal, which are encouraged by everyone. we applaud the accomplishments of others, not just ourselves achievement department. "
" every quarter, the learning will not work unless you take the time to focus on and clearly reflect the content of their learning. in order to better implementation, you need to look at. identify and examine the OKR work to create a continuous learning environment. "
persevere ... experience selling practical tips and traps should be avoided before OKR based.
From the field of four processes OKR tips:
Cadence Frequency: Although you can fine tune OKR deadline entire quarter and weekly check progress, but we found the best setting biweekly OKR in the following form: "When the end of two weeks to the next quarter, the three chief engineer the complete results of the individual project :( insert the key here). "
ownership: in general, the key results have an individual owner, but in this case, take the time to key results are divided into sub-key outcomes (recommended understand OKRs-E E-operational definition), and each result is assigned to one of three engineers will spend more time to make it fair for everyone. When the time is very short OKR, it is best to let the team members work together, and success or failure.
Adaptable: When we set quarterly OKR, we are very clear on the most important things (such as customer retention). At the beginning of the quarter, we believe need four projects to improve customer retention. We completed the first two, but did not complete the last two. In fact, we finally found a more important project to improve customer retention. It is important to always be prepared to divert attention throughout the quarter, and the initiative to question why you do your own thing. I can feel the shift in culture, everyone is encouraged to question their own priorities, and ensure that we are committed to the right job at the right time.
Team meeting: Let's begin by displaying all the team meetings OKR. This is a key requirement focus focus. And any other person other than a team meeting began OKR means that we are losing focus. After reviewing the OKR, we discuss our way forward, what areas we need to improve. We reflect on goals and ask yourself whether the original goal realistic? Every team meeting ended in a different way, but always with OKR and start moving towards the next step.
OKR launched to create a results-oriented, metric-driven culture sounds good, but this may be a cultural change. Let us summarize some common pitfalls.
Avoid using best practices OKR of three common pitfalls:
Trap 1: "Our team many are updated weekly progress OKR," which for many people is a problem (note: So far, based on interviews with 30-50% of people do not regularly regularly updated schedule). They may update progress has been achieved OKR 100%, or ahead of schedule, but they are not strictly behind the project provides status updates. In some areas, such as product development, which is unacceptable, because 50% of the full functionality of the production function has no benefit to us. Some of the key results of the score is 0 or 1, since the middle of no value.
Current best practice: OKR weekly score and score, rather than wait until the end of the quarter. Individuals should own weekly OKR self-rating. A region of zero is good, as long as they can show good score another area you can!
Future best practices: automatic or semi-automatic OKR continuous score.
Trap 2: "Weekly OKR starting to look like the task, not the target." On the one hand, we have OKR, you are trying to achieve a specific impact, measurable on a specific date. On the other hand, we have some simple tasks, such as: "Send e-mail to the customer" or "meeting with VP", it is not expected to produce tangible results in these cases. OKR quarter clearly not the task, usually classical form:. "Achieve key business indicators Y x% of growth" but we often need to be broken down into more senior KR KR detailed, and schedule reduced from quarterly to monthly or monthly even once a week using these detailed KR "before the date of completion x y" form, and often looks more like a task rather than a goal. However, the whole purpose of OKR is to let us focus on the goal, not the task! However, we still need to take measures and regularly monitor the progress of OKR. E.g,
Best Practices: The difference between the tasks and goals as a continuum, rather than a "non." As long as the key results for the quarter clearly defined objectives rather than tasks on it. The quarter OKR broken down into "Weekly OKR" is a good idea. In practice, this will ensure that you focus on the impact of your most important goals of the task.
By OKRs-E target execution software, management objectives and tasks (OKRs-E application platform, developed from the corporate strategic objectives, to the implementation of the work plan!)
OKRs-E: management by objectives and work plan implementation tools
Trap 3: "failed to cross-departmental functions common definition of OKR" senior vice president of engineering told me that his team's goal is to "make sales doubled." He listed a key outcome "in the third quarter with senior IT departments 10 times the pre-sale technical discussion leader confirm our solutions meet all client security requirements." He also has a related development training the KR. Then I asked a big question: "In order for your team to achieve" the goal of doubling sales, what needs to be done? "Said Senior Vice President, nothing more. So, I assign homework to Vice President of Sales to run both KR. However, senior vice president of engineering will be sent via e-mail to the two KR senior vice president of sales, rather than take the time to sit down and agree on a series of KR with the correct wording to ensure horizontal alignment. For more information on this topic, see Why are critical to your business plan based on integrated driver.
OKR about using the tips and tricks to build more metrics-driven organizational culture, or to obtain relevant information about the OKR, please click on more, contact us ~
