Peter Drucker proposed MBO (management by objectives) and samrt principles
Andy Grove proposed OKR (objective key indicators) and high output theory (2/8 principle) at Intel.
Promote "focus"
——It is the purpose of applying OKR
Limit the number of targets
Set OKRs more frequently
Respond quickly to external changes
Bringing a culture of rapid feedback into the organization
Taking into account both "top-down" and "bottom-up"
The proactive nature of employees fosters good
Self-management skills and improved motivation levels
Emphasize the importance of challenging goals
When challenges do not arise spontaneously, managers should create an environment to incubate them
John Doerr builds OKR model at Google
Benchmark goals and set OKRs for the company, department, team, and individual respectively.
Form a mature model of OKR management
objective
A concise description of the qualitative pursuits that drive an organization in a desired direction
Answer: “What do we want to do?”
A qualitative description that everyone can recognize and resonate with
For example: "Let everyone's annual salary reach more than 200,000"
Key Result
Is a quantitative description used to measure the achievement of a specified goal
Answer: “How do we know if we are meeting our goals?”
KR should speak with numbers
After 2015, domestic Baidu, Tencent, JD.com, and Huawei will apply OKR