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OKR goal management mind map
The latest overall process for formulating OKR, comprehensive interpretation! OKR New Kinetics is the first consulting agency in China that focuses on the implementation of OKR, providing human resources-related consulting projects for business managers and human resources professionals.
Edited at 2021-07-02 17:55:05- bacteria
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OKR goal management 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
OKR agile goal management
OKR(what)
Objectives
O-goal
what do we want to achieve
Key Results
KR - Key Result
How do we achieve
OKR awareness
OKR Origin
In 1954, Peter Drucker MBO
In 1976, Andy Ruff, Intel implemented OKR
In 1999, John Doerr brought OKR to Google
Scope of application
Start-ups
High-tech Internet companies
Knowledge-based service enterprise
business transformation enterprise
Prerequisites for implementation
Support: Ensure high-level support
Question: Why do we need OKRs
Pilot: From which level of the company should we start implementing OKRs?
Plan: Implement an OKR implementation plan
The value of implementing OKRs
promote good communication
Make organizations more agile
Focus on goals and priorities
Openness and transparency promote teamwork
Improve employee engagement
Innovative thinking and working methods
Five major characteristics of OKR
goal thinking
Structured Goal Setting System
Focused thinking
Top priority
Most critical
collaborative thinking
Vertical decomposition
Company goals
department goals
team goals
personal goals
Horizontal collaboration
department
team
Agile thinking
customer oriented
data oriented
open information
Continuous follow-up
Iterate quickly
growth mindset
Challenging
challenge
Commitment
100% completed
Eight principles of OKR
target cycle
Annual strategic OKR
Quarterly Tactical OKRs
Quantitative restrictions
Focus principle, no more than 3 OKRs
Each O corresponds to 2-5 KRs
Ambitious
Uncomfortable, the target is very difficult
Not the kind of job I used to do.
Although it is difficult, it is possible to accomplish it
Weights
Label priority
Natural ordering reflects priority
Formulation method
top down
bottom up
Keep track of
Grading principles
1 point: The result far exceeded expectations, an almost unachievable task
0.7 is the best score point. It is difficult and can be achieved with hard work.
0.3 points The extent to which we know we can definitely achieve it, with little or no help
0 points, no progress
Decoupling assessment and salary
OKR is not a legal document used as a performance evaluation
Included in the assessment, employees will set goals that are sure to be achieved
Create a culture of challenge and decouple OKR from performance
Set OKRs
way of formulating
top down
Supervisors assign goals directly to employees (60%)
bottom up
Employees set goals for themselves (40%)
Formulated ideas
Based on insights
thinking pattern
Professional Experience
Skills of analyze
innovative mind
Confirm your choiceO
Determine KR against O
Check OKRs
SMART principle
Specific, Measurable, Attainable, Relevant, Time-bound
How to set OKR goals
mission
Definition: Why does the organization exist?
Long-term goal: 50-100 years
statement template
Objects of service
purpose of existence
The meaning of existence
Vision
Definition: What you want to be
Mid-term goal: 5-20 years
statement template
Aligned with mission
clear and verifiable
inspiring
Company goals
Short-term goal: 1 year
four perspectives
financial perspective
Customer perspective
Internal Process
Learn and grow
Department and employee goals
three aspects
Classification of superior goals
Writing requirements between departments
Goals proposed by employees themselves
three principles
All OKRs from superiors are taken over by subordinates
The superior's KR becomes the subordinate's O
The subordinate O supports the superior KR
goal thinking framework
Customer requirements
Superior requirements
Operational shortcomings
professional development
Write a good goal
combination of goals
Category 1
Sentence pattern: verb noun
Example: Optimizing the sales process
Category 2
Sentence structure: verb adjective noun
Example: Building a flagship product
Category 3
Sentence structure: adverb verb noun
Example: Significantly enhance the company’s brand influence
Category 4
Sentence pattern: verb noun verb noun
Example: Change performance management activates organizational vitality
Six characteristics of goals
Goals are generally described qualitatively, using words rather than numbers.
Clarify the direction of action and start with a verb
Scope of responsibility is controllable
It can be completed within the corresponding period
Goals should be challenging, not incremental goals
Concise: like a big headline or a slogan
How to write a good KR
O
KR1
KR2
TASK1
TASK2
TASK3
KR3
OKRT structure
According to measurement type
Ratio type (percentage)
Year-on-year
month-on-month
Quantity type: revenue, cost, expense, etc.
Milestone type: time node
Subjective
Customer or superior evaluation: Satisfaction
Determine key results
3 basis
Is this necessary?
Is this important?
Does this require more attention and energy?
1 thought: After completing these KRs, can O be achieved?
Develop ideas
Describe the results of achieving goal O
O: Improve the product experience of an APP and gain user recognition
KR1: Ranked among the top three downloads in an app store
KR2: The ratio of followers and complaints dropped from X to Y
Advantages: Quantitative results
Disadvantage: still only describes What, no How (path)
Describe the path to achieve goal O
O: Improve the product experience of an APP and gain user recognition
KR1: Performance: shorten APP startup time to X, reduce power consumption to Y
KR2: Publicity: iterate the product promotion deck, accumulate this showcase among customers in key industries, and promote it to more customers in the industry
KR3: Function: iterate XX functions, develop XX scenarios that customers have the most needs, and launch new functions before X month X day
Optimum: It has both quantitative goals and implementation paths, and can clearly reflect work ideas and methods.
Describe the milestone value of goal O
O: Improve the product experience of an APP and gain user recognition
KR1: Complete the customer satisfaction survey before
KR2: Update product promotion documents before
KR3: Complete the development and launch of new functions before
Worst: It only describes the tasks, the content is generic/uncharacteristic, it does not reflect the support of KR to O, and it lacks connotation of "project management style" writing.
The useful information continues
OKR progress management
OKR follow up
Follow up on goals with new confidence and possibilities
Higher/stronger/faster/better
OKR rating
Score OKR execution
Qualitative rating of how well recommendations meet expectations
Open and transparent
value
inspire commitment to responsibility
Promote collaboration
Improve engagement
Building an Agile Foundation
transparent
Internal documents
Within the office area
Information system
Actual compliance with OKR management
Consider employee work habits
For convenience, after using the system, cancel related information
How OKRs are driven in teams
team co-creation method
Meeting preparation: environment creation, discussion methods, seating layout, meeting materials, random grouping
Main body introduction: The theme of the seminar-annual strategic OKR
Personal brainstorming: personal independent thinking recorded on sticky notes
Permutation and combination: Each person selects the most important post-it note and discusses the classification. The same categories are in one column.
Extract key words: extract keywords by column, and recite them to deepen the impact
Sort by importance: Results presented
Collective team creation
Meeting host conducts collective co-creation
If there is any objection, take a vote
CEO expresses final opinions
Create results together
Sand table drill method
meeting preparation
relaxing environment
way of discussion
Meeting materials
clear rules
Respect everyone's ideas
Listen to the other person's point of view
Search for consensus and action
group meeting
Sequence: meaning, status quo, reason, action, goal
Wisdom flows
Except for the group leader, other members can go to the groups they are interested in
New members: ask questions, question, make suggestions and solutions
Team members re-categorize the templates
Check according to OKR checkpoints
Convene OKR consensus meeting
process
Step one: Host opens the show
HR head or business leader
Guide and focus on issues and actions, and communicate candidly
Step 2: Department heads introduce OKRs one by one
Importance of O, value to the company
Can KR support the realization of O?
Step 3: The host summarizes and changes the submission time
Step 4: Focus
Agree on company priorities
to encourage challenges
To play a key role as a coach
To build a collaborative culture
To update and publish OKRs
Meeting
stand-up meeting
What did I do yesterday?
What are you planning to do today and what obstacles are you encountering?
What resource support is needed?
weekly meeting
monthly meeting
Review meeting
host
Introduce the rules and requirements for review
Department head
State OKR score and completion status
Comments from other colleagues
Comments from superior leaders
internal coach
Summary and suggestions for OKRs
Precautions
Note that KR is completed and O is not completed
Differentiate between OKR types
Challenging OKRs should be encouraged
Pay attention to future improvements
Should follow-up measures be canceled or strengthened and updated?
Effective feedback
Six characteristics
Feedback should be continuous
Feedback should be timely
Feedback should be specific
Feedback requires multiple perspectives
Feedback requires trust
Feedback should be kept private
SAID model
S-Specific specific
Describe results or actions done well or poorly
Ask
Ask employees to state their reasons
Result/ImpactResult/Impact
Explain the impact of this result or behavior on the company, team, and individual
Do
What improvements do you hope to continue to strengthen or do in the future?
recognized value skills
meaning
Recognition is the affirmation and appreciation of employees for achieving specific goals and behaviors at work, and this encouragement is used to reinforce the repetition of desired behaviors.
significance
Can promote employees to increase their investment in work
Can improve the relationship between managers and employees
Can promote innovation
is an essential strategy for attracting and retaining employees
Seven characteristics
Recognition must be timely
Recognition must be comprehensive
Recognition requires full participation
Recognition requires specific facts
Recognition needs to discuss the impact
Recognition methods should be diversified
Recognition takes into account employees’ individual needs
OKR incentives (late stage)
Encourage OKR promotion
OKR Ambassador Award
Employees with a deep understanding of OKRs
Write objectives and key results that meet OKR requirements
Key results are SMART
Key results can support OKRs to achieve goals
Goals are challenging and proactively share OKR goals
Regularly update OKR progress staff
OKR Excellent Team Award
OKR is promoted among all employees
OKR development process and key results comply with specifications
Regularly track OKRs and conduct monthly and quarterly meetings to review OKRs in a timely manner
Encourage teamwork
Teamwork Award
Set organizational target bonus pool
The bonus pool is linked to the team’s OKR, and team bonuses are set
Link individual performance to team bonus pool
All Staff Recognition Award
10 medals
Medals can only be issued to TA people
Give positive feedback to colleagues for their hard work and contributions
Encourage responsible commitment
Individual Timely Awards: Provide timely recognition to employees for their efforts and achievements.
Team Celebration Award: After the team has gone through a period of hard work and achieved major achievements, the manager organizes the team to celebrate
Encourage innovative breakthroughs
Excellent Project Award: Reward based on results
Innovation Breakthrough Award: Rewards are given based on the results of innovative breakthroughs