OKR FAQ 
OKR should always do once a quarter?
Can any one month to set up OKR period of the year, but quarter OKR (set to 3 months) is considered to be the best solution because it has enough time to complete the work and see the result of childbirth.
OKR should use several levels?
OKR complexity of the system you achieve depends entirely on the size of the company and the required level of OKR. OKR personal and corporate level OKR are the most common, but many companies and departments to increase the team OKR.
OKR should be public or private?
Usually, OKR should be for everyone in the company are visible. This allows employees to clearly understand what everyone is doing. Google did just that.
Should you use the annual OKR? If so, when and where?
Like Weekdone application allows you to set a custom deadline for OKR. This includes setting OKR year.
When setting the annual OKR, be sure to remember KR should still be updated weekly, and every month to review Objectives, in order to ensure that employees do not lose track of their work.
What is the relationship between the OKR and ongoing performance management?
OKR and ongoing performance management have many similarities. Should be checked once a week OKR, in order to avoid the end of the quarter, no results found. However, this is important: You should not be the target of a successful score. Score in the key result levels.
OKR how to communicate in a team or within the company?
The first problem is: top-down or bottom-up is determined OKR? In this case, there is no wrong or right way. In some cases, senior management or CEO begins with an overview of the company OKR, then asked the team manager to set team goals goals of the company and individual employees to set goals based on team goals.
In other cases, it requires all employees to make recommendations about the next quarter activities. In both cases, you will be gathered together to reaffirm and add the team level, delete or modify some of them.
Finally, the process in both directions. You need to repeatedly check the company-level goals and personal goals, and then to work well together.
We should use based on income mainly results?
Based on the results of key revenue is very good, so, whenever possible, you can use them. They are like the ideal outcome should be the key: value, measurable and objective scalable.
In other cases, you can also use the money KR: for profit target, sales, the average deal size and anything else you see in the financial statements or sales reports.
If I see someone else should not have goals or key results of how to do?
You can use private OKR at individual level to measure the progress you do not want other people to know. But remember, other people will not see that you have made any progress in achieving these goals.
Whether OKR should always be hierarchically linked and aligned?
For best results, OKR should be aligned with one another. Each part of the company must know what happened and how each part contributes to the whole. Our belief is that, in order to unite all employees in the company, they should share the same objectives and key results consistent hierarchy tree.
Daily progress more obvious, transparent and up to date, the better. The real success only team to do the best thing for the entire company and only occurs when employees do the best thing for the team.
Whether it should be part of OKR employees bonuses and salary plan?
Generally, no. OKR should contact the employee bonus and salary plan together to ensure that employees are still willing to take risks and efforts towards the upcoming OKR.
Having said that, OKR should reflect the mission staff in charge, many companies will revise OKR and salaries and bonuses associated.
How to set the key outcome indicators?
The key results from the realization that you measure how far the goal. It will be added to the target index. The easiest way to set the key is to follow the SMART model results. SMART is the task of a method of setting the conditions set for you. KR must be specific, measurable, achievable, dependent and time-limited. Your questions need to be raised for each of the objectives are:
Specific: KR whether defined and everyone can understand?
Measurable: Can you measure success or failure?
Achievable: in fact feasible?
Related: This KR important to your goals?
There is a time limit: Do I have to explicitly determine when the goals? For OKR, this is usually a quarter.
For product team, you can measure the percentage of work completed; for sales, you can measure their success in dollars or other currencies. You can also use the "Done-Not Done" (complete) binary conversion ratio.
How to make employees accept the OKR and goal-oriented?
Managers like to set goals. CEO as well. However, for employees, setting goals and reporting seem like a waste of time, which means the time they stay in office longer.
Prior to implementation, staff education and training on OKR is very important. They understand how to use OKR make their life easier is essential. If everyone in the company to use OKR, then its best.
There is a guide to help employees understand the basis of OKR.
How to use the remote OKR team?
OKR as remote teams working in the same office, is a very good way to run remote teams. OKR help ensure that your remote team members always up to date each other, and never out of the loop.
