1) Goals are inspiring

2) Achievable challenges

3) Executable this quarter

4) The team/person can control it

5) Be valuable to the overall business/goals

Each goal needs to be supported by 2 to 5 KRs. Each key result must be very specific, measurable, challenging, relevant and timely, the SMART principle.

1) Can’t write goals and don’t know where the goals come from;

2) The target is not focused

3) KR is not quantifiable enough

4) OKRs are not challenging

5) KR cannot support O

Reach a consensus on OKR through meetings to ensure team goal alignment.

1) Use the perspective of other bystanders to brainstorm OKR.

2) Commit to announcing your goals in person at a formal meeting.

3) Team collaboration, focusing on collaboration and alignment with superior departments and horizontal departments.

Read OKRs throughout the meeting

Continuous tracking and feedback are required, and communication is conducted through regular meetings.

The team monitors the progress together, discovers possible risks in a timely manner, and adjusts the target direction and progress.

Individuals are responsible for their own OKRs and need to focus on analyzing the reasons for failure, summarizing good experiences and sharing them with others to promote self-improvement and team improvement.

It is usually carried out in departments or groups, and the company's middle and senior management will also have regular meetings.

1) Talk about OKR first in the meeting. OKR is the progress of the most important thing.

2) Report progress in the form of OKR, and keep the focus of the meeting

1) Communication efficiency cannot be guaranteed

2) The meeting efficiency is low and everyone is just going through the motions.

Quarterly OKR is a dynamic target, relatively stable, and should be adjusted as little as possible;

KR can be adjusted;

Review is a key step at the end of the OKR cycle, used to evaluate the completion of OKR and summarize experience.

For quarterly OKR, a review meeting should be held at the end of the quarter to score, summarize, and review the completion of OKR throughout the quarter, and continuously improve goal setting.

1) Complete the self-evaluation of OKR scores and rate each KR. O is the average KR score.

2) Self-review, summarize and review your own scores, and prepare for the speech at the review meeting

3) Participate in review meetings at the department or company level, communicate openly about your OKR results, and finally reach a consensus

Personal review of OKRs, manager comments on OKRs, and colleague feedback on OKRs

The focus is to analyze the reasons why OKRs were not completed and propose solutions.

1) The general manager personally participates in company-level review meetings, and department managers personally convene department review meetings. They are held at different levels to ensure clear responsibilities.

2) The review meeting should focus on the ownership of responsibilities, clarify responsibilities, and find solutions

3) For unfinished OKRs, solutions need to be found and improvement actions proposed.

1) Highlights: The most successful place in OKR implementation this quarter

2) Shortcomings: areas that need improvement

3) Changes: Are there any adjustments to the OKRs that occurred during the quarter?

4) Rules: What is the OKR experience summarized from this implementation?

5) Action: What are the actions to be taken in the next quarter?

The review meeting of last quarter and the consensus meeting of next quarter can be arranged together

You can review the previous quarter and look forward to the next quarter at the same time, making it easy to track