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Introduction to OKR work method
This mind map introduces what the OKR working method is and how to use the OKR working method. It also introduces the scenarios under which OKR should be used. It is suitable for HR and project managers to refer to when formulating management plans.
Edited at 2023-04-13 09:48:36- bacteria
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Introduction to OKR work method
- bacteria
This is a mind map about bacteria, and its main contents include: overview, morphology, types, structure, reproduction, distribution, application, and expansion. The summary is comprehensive and meticulous, suitable as review materials.
- Plant asexual reproduction
This is a mind map about plant asexual reproduction, and its main contents include: concept, spore reproduction, vegetative reproduction, tissue culture, and buds. The summary is comprehensive and meticulous, suitable as review materials.
- Reproductive development of animals
This is a mind map about the reproductive development of animals, and its main contents include: insects, frogs, birds, sexual reproduction, and asexual reproduction. The summary is comprehensive and meticulous, suitable as review materials.
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OKR working method
一、 Understand OKRs
OKR originated from Intel Corporation
OKR
O stands for Objective
Goal is what you want to do
KR stands for Key Results (KeyResults)
The key result is how to confirm that you have done this
What to use OKR for?
Achieve the team's most important goals
How to customize OKRs
1. Set challenging and measurable stage goals
2. Make sure you and your team are always moving toward this goal and don’t get distracted by other things.
3. Grasp the rhythm. All members need to always make clear efforts to achieve goals, support and encourage each other.
二、 Set goals and ensure the team is focused on them
1. Discuss with the team to determine who we are? What are we going to do? Finding your purpose is important! ! !
2. Focus on important goals (with challenges and clear direction), and set 3-4 clear and specific result indicators.
3. After determining the goal, the next step is to build a team and find the right people. Attached is a sentence I like: If you want to go fast, go alone, if you want to go far, go with a group of people, and a group of people go in an organized and planned way.
三、 Discuss joint results and review problems during OKR implementation
1. Discuss customized OKRs with team members to ensure everyone understands. If this is the first time you use OKR, you can find some teams to test the waters to reduce the overall trial and error cost.
2. Cut out everything that has nothing to do with the key goals.
3. People with different principles should not work together. If there is really a bad apple, it must be eliminated in time. One soldier is raging, and the general is raging in a nest. But we must also consider that the early stage of starting a business is the time to hire people. Different people are needed at different stages, so you need to know how to make good use of them.
4. The execution process is definitely not 100% smooth, this is inevitable. We must be able to face bad news head on and hold on no matter what happens!
5. If you don’t know where the direction is, stop, just like driving, stop and find out the reason! ! ! Nietzsche: What doesn’t kill you makes you stronger.
6. Empower everyone to assume their own responsibilities. Even if you are just a cleaner (no discrimination intended).
7. Pay attention to deadlines and output.
8. Review the original customized OKRs
1. How is it implementable?
2. Are there too many customized OKRs? There are so many that I can’t even name them.
3. Is there review and timely feedback during the execution process?
4. Re-formulate OKR (quadrant chart)
Target
Key Result 1: Customer 5/10 (Confidence Index)
Key Result 2: Retention 5/10 (Confidence Index)
Key Result 3: Revenue 5/10 (Confidence Index)
status indicator
customer satisfaction
team atmosphere
system satisfaction
this week
P1: Complete materials
P1: Monitor order volume
P2: After-sales work
P2: Prepare for team building
next four weeks
sales funnel
Project 1
Project 2
Project 3
Item 4
四、 Evaluate OKR implementation results
Changes brought about by improved OKRs
good
award
bad
improve
五、 Key factors affecting goal achievement
5 Key Factors Why You Can’t Achieve Your Goals
Factor 1: Failure to prioritize goals. "If all things are equally important, that means all things are equally unimportant."
Factor 2: Lack of adequate communication, resulting in failure to accurately understand the goals. "When you say something you don't want to say anymore, people start to listen."
Factor 3: Failure to plan. Human willpower and determination to persevere are nowhere near that strong. "Thinking is a question, only doing it will give you the answer."
Factor 4: Not spending time on important things. "Important things are usually not urgent, and urgent things are usually not important."
Factor 5: Giving up easily. "Happy families are all the same, and every unhappy family is unhappy in its own way."
Road to Success
This method is not complicated, just a bit difficult. Because you have to choose the most important goals and not do everything unrealistically. Your goals must be clear and communicated repeatedly to everyone until everyone is on the same page. You have to put in the time to achieve your goals instead of endlessly hoping for tomorrow. You must have a clear plan to keep you moving forward on your projects, even when you feel tired and frustrated. Be prepared to fail, be prepared to learn from failure, and be prepared to try again. "Desire sets us sail, but only focus, planning and learning can reach the other side of success."
OKR basic principles
Three principles for setting goals
1. The goal is clear and inspiring
2. The goal has a time limit
3. Have an independent team to execute
OKR is top-down correlation
The company sets the company's OKR, and then each department has to think about how to set its own department's OKR, so that the company's OKR can be realized. A team can focus its OKRs on a single key result, which can support the entire OKR.
Be prepared to fail, this is important
None of us want to fail, but we must afford to lose. The significance of OKR is not to complete the goal, but more importantly, it can tap the true capabilities of the team.
六、 How to set OKRs
The key to OKR is that OKR needs to rise from the cross-department product team level to the company's business level.
1. Pay attention to this week’s tasks
List the 3 to 4 most important things. Only if these things are completed this week can the team's goals move forward; clarify the priorities of these things.
2. Plans for the next four weeks
Things that require preparation or support from other team members are listed in the four quadrants.
3. Current status of OKR
If the confidence index you set is 5/10, then the probability of completion is higher or lower. Discuss the reasons with the team.
4. Status indicators
Pick out two other factors that affect the goal and the team needs to pay extra attention to, such as: customer relationships, team status, system status, etc. When accidents occur in these places, discuss and find corresponding solutions immediately to ensure that OKRs are not affected.
discuss a problem
Will this priority list ensure our OKRs are completed?
Are the team’s capabilities OKRs? Who can help us?
Are we ready for a new round of efforts? Does the marketing department know what the product department is going to do soon?
Is our team exhausted? Are there any hidden dangers in my product?
七、 OKR usage scenarios
Scenario 1: How to hold a quarterly OKR meeting
Setting OKR is difficult because the team needs to use this process to review the company and make difficult arguments and choices about the company's strategic direction. Every aspect of the meeting needs to be carefully designed to achieve good results.
The CEO initiates the meeting and all senior managers should participate. Cell phones and computers are prohibited, as this will get everyone in the zone quickly and focused.
A few days before the meeting, all employees should be consulted to think about the goals the company should focus on in the near future. Be sure to give them such a window. Don't procrastinate, as it will never get done.
Discuss - debate - argue - vote sorting - make decisions.
Scenario 2: OKR of department services must be managed in line with company goals
Scenario 3: Seven steps of OKR meeting
1. All employees submit goals they think the company needs to achieve this quarter. This will allow this method to be implemented smoothly, employees can directly participate in the company's goal setting, and it will inject some interesting things into the corporate culture.
2. Management spends half a day discussing OKRs. Choosing a goal requires a process of discussion and compromise, which is worth spending more time on. Then continue to set key results for the goal as a more precise supplementary explanation of the goal.
3. Management assignment: Introduce the company's quarterly OKRs to the respective departments in charge, and complete the OKR settings for each department. Department managers and members made the final choice through a two-hour meeting, by enumerating goals, categorizing, grouping key results, and ranking by voting.
4. CEO confirms department OKRs
5. Top-down association
6. Personal OKR (optional)
7. Plenary meeting. The CEO explains to all employees what the OKRs for this quarter are and why they are set this way, and then conducts exemplary task dismantling of several of them. When explaining, you should also cover the OKR summary of the previous quarter and point out the results of the previous quarter.
PS: If the OKR is not completed, dare to admit that the key results have not been achieved, dare to admit that the standard set for the key results is too low, learn from the lesson, and set the OKR well next time. OKR is to continuously discover and challenge the team's potential through practice and summary, rather than treating this process as a report or assessment result. Therefore, assuming that the team really has not completed any of the key results, it is necessary to think about why this is the case and how to improve it. If all goals are accomplished, set more challenging goals. Focus your energy on learning summary, tapping potential and efficient execution, and then celebrate the results every Friday.
Scenario 4: Implementing OKRs for a minimally executable product
Develop a good MVP
Set work priorities
Measure goals and summarize learning
Scenario 5: Use OKR to improve weekly reports
Use OKR to create work goals and task lists
Scenario 6: Avoid common pitfalls of OKR
Set multiple goals
Setting the OKR cycle too short
Use performance to drive goal completion
No confidence index set
Changes in information index are not tracked
Treat Monday’s meeting as a debriefing session, not a conversation
Friday is too serious
八、 suggestion
Only set one company-level OKR, unless the company has multiple business lines, this is focus.
Give yourself three months to challenge OKRs. Goals that can be completed in one week are definitely not a challenge.
There should be no traditional performance appraisal indicators in the goals. The goals need to be inspiring.
Weekly inventory progress is to start with company OKRs and then communicate at the department level. There is no need to communicate personal OKRs at meetings. Personal OKRs only need to be communicated one-on-one. OKR progress must be confirmed every week.
OKRs are linked from top to bottom. Set the company's OKR first, then the department's, and finally the individual's.
OKR is not the only thing you have to do, it is the one thing you must do. Trust that everyone can make sure things go smoothly, and don't stuff everyone into your OKRs.
Monday’s OKR progress confirmation is a conversation, not a report or instruction. Be sure to discuss changes in confidence indicators, status indicators, and priorities.
Encourage employees to provide opinions and suggestions on company OKRs. OKR is not only a top-down implementation, but also has a bottom-up component, allowing everyone to participate.
Make the ORKs public and put them on the company's intranet.
Friday’s celebration is a break from the rigors of Monday’s business and keeps the team upbeat and positive.