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OKR performance appraisal method development and implementation method mind map
OKR performance appraisal method formulation and implementation method sharing ~ The content covers creating an ambitious goal, formulating KR, OKR scoring, several issues that need to be clarified, and the OKR formulation process.
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OKR performance appraisal method development and implementation method mind map
- 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 performance appraisal method development and implementation method mind map
1. Create an ambitious goal
What does a good goal look like (standard)?
inspiring
Challenging and infectious
achievable
The balance between ideal and reality
Tips for creating goals
avoid standing still
Clarify questions promptly
Use positive language to express goals
People pursue what they want and avoid what they don’t want
Provide simple guidance
start with verb
For example, "increase customer loyalty"
What's holding you back
Use plain language
Goal description
What the goal description should include:
Why are goals important?
How does it relate to company goals, and what are its specific dependencies?
What internal customers does it support or rely on?
2. Formulate KR
Essential characteristics of a good KR
Quantitative
The goal is a qualitative direction
KR is quantitative
challenging
Find the balance between difficulty and challenge by effectively scoring KR
specific
Terms and concepts must be clarified to ensure consistent understanding
independently formulated
The person responsible for KR must actively participate in the formulation of KR
progress based
Frequent progress checks allow you to see your progress and changes frequently
Of the many factors that inspire clarity, motivation, and perception in employees, the most important is the ability to advance in meaningful work
Align up, down, left and right
Drive the right behavior
Tips for formulating KR
Only write key items instead of listing them all
Work as usual should not be a KR
Based on results, not tasks
Using "help", "participate", "assisted" and other similar passive verbs is a task rather than a KR
Use positive language
Positive information will enhance work motivation and enhance commitment
For example:
"Increase accuracy to 90%" is better than "reduce error rate to 10%"
keep it simple and clear
Everyone can easily understand the nature, significance and effectiveness of this KR
consider all possibilities
Be sure to designate a responsible person
When multiple people share a responsibility, people are less willing to take action or take responsibility
The KR person in charge is not the only person responsible for the achievement of the KR, but is designated as the information gathering point for the KR.
Responsible for following up and updating KR progress during KR implementation and at the end of implementation
KR type
5 common types and when to use them
Usage scenarios
There was no metric data related to objective before
When you need to set up a more-the-better metric
When you need to set up a less-is-more metric
When you need to set a range for a measurement item
When the result cannot be expressed by a metric value
Baseline type:
If there is no reference data before, this quarter can establish a baseline value that can be used as a reference for the next quarter.
Metric KR:
Forward:
Usually use "increase", "grow" and "build"
Negative:
Usually use "reduce", "eliminate" and "reduce"
Range type KR:
It is difficult to quantify accurately and delineate a range value.
Milestone KR:
When it is impossible to convert KR into metric KR, and the result usually has a second dimension, the answer is either it was done or it was not done.
3. OKR scoring
KR rating
0~1 point scoring system
explain:
The results far exceeded expectations, almost unattainable
this is what we hope the extent reached. Although it is difficult but It can be achieved.
we know for sure the extent to which it can be achieved. needs little help or don't need help to the extent that can be achieved
no progress
Mid-quarter review
You shouldn’t wait until the end of the quarter to look at KR results, but save them for follow-up at any time.
What should an OKR score ideally look like?
The KR for several quarters should fall between 0.6-0.7 points
Higher than 0.7 may indicate that the indicator setting is not challenging enough.
Unable to give full play to talent advantages and team potential
Below 0.6 points, the goal may be set too high
Will damage team morale
4. Several issues that need to be clarified
OKR setting frequency
Double rhythm:
The company first develops a set of annual OKRs, then breaks them down into several sets of OKRs, and completes a portion of them each quarter.
Fixed period:
According to the business environment of the company, set a fixed cycle, which can be monthly or quarterly.
Should goals be scored and rated?
It shouldn't be!
Review OKR definition
How many KRs are suitable?
Generally, 2-4 KR is appropriate for each goal.
Are OKRs the same every quarter?
It depends on the situation
Can OKRs be changed in the middle of a quarter?
Generally speaking, it will not be adjusted. Specific situations will be analyzed on a case-by-case basis. In some cases, OKRs need to be changed.
5. OKR formulation process
CRAFT process
1. Create
Draft 1~ challenging KR for 1~3 objectives
Tip: Work as a small team
Involving people in the process means they are more willing to accept and support the OKRs that are created
2. Refine
Submit the OKR draft to the entire team and refresh it through workshops
Skills: Large team operation, determine KR scoring method
Tolerate different voices and perspectives and promote unity
3. Alignment
Identify dependencies and jointly define KR
Tip: Talk to your team face-to-face and agree on dependencies, and refresh KR accordingly
The perspective of other teams can help identify and clarify potential flaws in the goals
4. Finalize
Submit OKR to superior for approval
Tip: Explain the OKR alignment process and its output during review by superiors
illustrate:
1. How did you get this OKR?
2. Your efforts in drafting OKRs
3. Cooperation agreements reached between you and other dependent teams
5. Transmit
Communicate and publish OKRs
Tips: Put OKRs in a centralized location and communicate OKRs in all-hands meetings and team meetings
First, upload the OKRs to a software system or a product suitable for long-term results tracking.
Second, issue OKRs to team members and other relevant people