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Key Connection OKR Performance Appraisal Management Model Scheme Mind Map
The key connection OKR performance appraisal management model plan mind map organizes the content of key connections, alignment, and confirmation of the consistency of connected OKRs. If you are interested, you can take a look.
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Key Connection OKR Performance Appraisal Management Model Scheme 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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- Outline
Key Connection OKR Performance Appraisal Management Model Scheme Mind Map
1. Key connections
Linking OKRs
Connect OKRs from top to bottom within the organization
Explain the impact of employees on the company's overall strategy
coupling:
Create a set of OKRs within the company and align them with the highest-level OKRs to highlight the unique contributions of the organization, from teams to individuals.
Benefits of connection:
Ability to facilitate two-way learning
For a team to create its own OKR, it must first understand the company's strategy
Learn and deepen their understanding of company goals and strategies
Analyze OKR scores within the company and understand the company's execution results
How to connect OKRs
How deeply to connect
Potential advantages when OKRs are linked to individuals:
Enhance OKR awareness
This level of connection provides a powerful impetus for delivering OKR framework principles and techniques.
Increase acceptance and support
Understanding the process and having the opportunity to be directly involved in it strengthens everyone's commitment to it
Drive everyone in the company to have a deep understanding of OKRs
In order to develop effective OKRs, employees need to have a thorough grasp of their team’s and related teams’ OKRs
Improve engagement
Because employees can clearly see how their efforts relate to the company's larger goals. They will be more dedicated and willing to put in whatever efforts necessary to advance the field
develop skills
At an individual level, OKR reflects the fusion of an employee’s personal growth and contribution to the company.
Potential drawbacks when linking OKRs to individuals:
weaken engagement
Some people may understand OKR as a compliance tool imposed by the company, which increases complexity and results in less time to complete the work.
Confusion about various incentive mechanisms
If the incentive system used by your organization has nothing to do with OKR, employees will be confused as to why there are two systems, OKR and incentive system.
lack of teamwork
Employees may be too focused on their individual OKRs rather than the team’s OKRs
Make OKR into a to-do list
Effective OKRs focus on results, not tasks
No added value
Maybe some teams already have OKRs, and it would be redundant to ask them to write OKRs.
Determine the number of OKRs
Instead of thinking too hard about how many OKRs are appropriate, it’s better to spend time thinking about how to be more focused (the original intention of setting the number of OKRs)
Get your team ready to connect
Every OKR nexus group must answer one basic question:
How do we support the organization’s mission and strategy?
Teams preparing to create and connect OKRs should first create a mission that demonstrates their value.
Make sure everyone understands the top-level OKRs
Make sure everyone in the organization understands they:
What do they mean specifically? Why choose them? Why are they so important to a company’s success?
The key to connection is influence
Business units are studying company OKRs and answering a question:
What OKRs can we influence in the company? How?
Standard agenda for a crowdfunding meeting:
Leaders briefly describe your OKR journey
Why are you implementing OKRs, what have you done so far, and what are your expectations for this meeting?
OKR knowledge review
A wealth of OKR training materials (articles, books, presentations, etc.) have been prepared for the entire company. In the spirit of over-communication, use this opportunity to ensure that all participants’ OKR awareness is raised to the same level.
A comprehensive review of the document and a brief review of key issues will suffice.
Demonstrate the company’s OKRs
Draft OKRs
Allow 90 minutes for the team to create their business unit’s first OKR
Publish OKR:
Give each team about 10 minutes to share their team’s OKRs and answer questions
Communicate ideas laterally:
Discuss with other relevant business teams (teams that need to cooperate with or rely on the other party’s cooperation)
OKR rework:
Each team carefully reviews, refreshes, and refines their own OKRs based on feedback from other colleagues.
Post again
Each team publishes updated OKRs again and answers questions raised by everyone
2. Alignment
Vertical alignment:
Vertical connection refers to the creation of 0KR from top to bottom, down to the employee level
Knowledge and experience flow back from the bottom to the top, forming a never-ending cycle
Horizontal alignment:
When all departments need to work together, form a cross-department collaboration
3. Confirm the consistency of the linked OKRs
Factors to consider when reviewing linked OKRs:
1. Target coverage:
Make sure your most important objectives are fully covered across the enterprise
2. Vertical alignment and horizontal alignment:
See a fair proportion of vertical and horizontal alignment in linked OKRs
3. Reasonable indicator scoring level:
Indicator levels reflect a moderate level of challenge while still being within the team’s control
4. Strategic impact:
The fundamental purpose of the connection: Can the achievement of this OKR promote the achievement of one or more OKRs in the company?
5. Follow any rules you have established:
Connections allow individuals to use their creativity when formulating OKRs
Creativity has margins and ensures everyone follows consistent rules