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MindMap Gallery OKR performance appraisal method development and implementation method mind map

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.

Edited at 2023-02-21 22:19:09

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OKR performance appraisal method development and implementation method mind map

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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