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MindMap Gallery OKR annual work summary thinking and setting small goals
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OKR annual work summary thinking and setting small goals
Pay more attention to the process: formulate key actions, and goal achievement will occur naturally. The process is measurable: an indicator can be found to measure the process. Absolute focus: allows everyone to concentrate on working hard for something.
Edited at 2022-11-03 15:22:40- bacteria
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OKR annual work summary thinking and setting small goals
- 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
OKR working method
The concept of OKR
Objectives and Key Results
Direction: Once settled, you basically don’t need to pay too much attention to it.
Process: Key results split TD list
KPI goal orientation: What goals do I want to achieve? For example, annual income is 1 million
OKR process orientation: Become an outstanding employee of the whole company in 2017
What is the use of OKRs?
Pay more attention to the process: formulate key actions, and goal achievement will happen naturally
The process is measurable: an indicator can be found to measure the process
Absolute focus: allows everyone to work together on something
Personal annual OKR formulation process
Set personal annual goals (Big O)
Develop an ambitious O (30% above ability range, but within reach)
O that makes you anxious: You will definitely worry about not being able to complete it
Case: Becoming an outstanding employee of the whole company in 2017
Break down the direction of achieving the goal (little O) - not too many, it will be good if you achieve 3
Decompose Big O: Little O must be decomposed from Big O
Logical relationship: There should be a strong relationship between Little O and Big O
Ambitious: Little O may be slightly more difficult and more challenging than Big O
Case: Outstanding performance and organizational influence
Expand the direction and concretely express it
Outstanding performance: Daily activity in charge of products doubled
Organizational Influence: Improve influence across departments
Establish key results (KR) for each goal
Strong correlation: KR must be subordinate to O and directly linked to O
Quantifiable KR: formulated from the perspective of time or quantity and quality
Case
Organizational Influence: Improve influence across departments
KR1: Organize product data every week and send it to colleagues in the product department
KR2: Take the lead in setting up a reading group and insist on sharing once a month
KR3: Take the initiative to collect feedback from brother departments, provide feedback within 1 day, and come up with a plan within 3 days
Outstanding performance: Responsible for doubling the daily activity of the product
KR1: Establish a user tiered platform and increase the effect of precise push operations by 2 times
KR2: New user registration conversion rate increased by 30%
KR3: Reduce the bounce rate of home page and live broadcast page by 50%
KR4: Add twenty self-operation templates based on behavior
Self-ability improvement: supplementing users’ operational capabilities
KR1: Read all the operational review articles and summarize the methods
KR2: Make an appointment with no less than 10 operational experts
KR3: Review an operation case every week and publish it in the short book
Make an action plan (to do list) for each KR
Stages: What is the order?
Time division: what to do first, what to do later
Specific items and behaviors: What specific results are to be achieved at different times and stages?
Case
Summary and recommendations
Do subtraction: no more than 5 O, no more than 4 KR for each O
Regular Review: Monthly, Quarterly Review, and adjust KR
Don’t adjust your goals easily: Adjusting your goals means going in the wrong direction
OKR is not everything, but nothing is impossible without a plan!
Management by Objectives (MBO)
Don't tell your subordinates exactly what to do, just tell them what you want
Mobilize work enthusiasm
Measuring work performance with key results
How to evaluate performance
OKR
Definition Objective Key Result
Set goals and ensure the team is focused on important goals
Each quarter the team sets a challenge. A goal with a clear direction and three or four clear and specific result indicators, and these indicators ensure the completion of the goal
The goal should be challenging and half sure that it can be achieved
Discuss key results and review issues during OKR implementation
Discuss key results with team members
Cut off business that is not relevant to key results
cut the expenses
Remove the bad apples from the team
Face the bad news head on
Let everyone take responsibility
Pay attention to deadlines
Evaluate the results of OKR implementation
A welcome change after improving OKRs
Quarter-end results review
Half-year results review
Achievements after one year
OKR implementation method
Before implementing OKR, first clarify the mission of the company
Set goals (Objective)
Goals are a mission statement
The goal should be challenging, with a 50% chance of success
Goals should be clear and inspiring
Goals should have a time limit
Independent teams to execute goals
Set priorities for goals and focus on the key points each time
Communicate fully to ensure members accurately understand goals
Make plans
Spend time on important things (don’t always do urgent things)
Don't give up easily
Set 3-4 Key Result support targets
Use inspiring language and be quantifiable for key results
Achieving key results should be difficult, but not impossible
Set a confidence index of 5/10 for OKRs
Control the rhythm of "taking responsibility and celebrating results"
Identify everyone’s responsibilities on Monday. Identify the specific tasks you are responsible for completing this week
Set status indicators, follow up on the implementation status of KR, and conduct weekly reviews
Set 3-5 important things to do every week, promote OKR implementation, and review weekly
Make plans for the coming weeks
Meet on Friday to present the week’s results and reward team members