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MindMap Gallery Company performance appraisal OKR appraisal method mind map

Company performance appraisal OKR appraisal method mind map

Who should be responsible for driving OKRs? OKR and performance evaluation, 10 key things to note about OKR, misunderstandings in OKR development, and what help can consultants bring to you? A mind map to take you to learn more about the company’s performance appraisal OKR assessment methods~

Edited at 2023-02-21 22:17:16

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Company performance appraisal OKR appraisal method mind map

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Company performance appraisal OKR appraisal method mind map

1. Don’t treat OKR as a one-time project

OKR will not stop until the business ends.

There is no guarantee that it will always have an absolute dominant position in the market and will definitely exceed the expectations of all users.

Macro factors such as the overall economic and political situation also affect decision-making and performance achievement

Competitive effects, control over core processes, attracting the right talent, the ability to leverage the latest technologies, and a host of other issues may force you to constantly adjust your strategy

2. Who should be responsible for promoting OKR?

Senior sponsor: the most important role

Ideally this responsibility should be shouldered by the CEO

OKR Warrior: Patron’s Partner (OKR Expert)

Work with stakeholders at the forefront of OKR implementation

Provide consultant contact and logistical support

Passionate about OKR, able to capture the essence of OKR, and eager to share with other colleagues

Possess excellent communication skills and have a good reputation within the organization

Where is the OKR process located?

in finance function

The finance department of these companies is often the reporting hub of the organization

in strategic map

Which functional department it is listed under has little to do with the principles embodied in the OKR itself.

Everyone should agree on the value of OKRs

Avoid "OKR is a matter of the Human Resources Department" and "OKR is forced on us by the Finance Department"

3. OKR and performance evaluation

Criticisms of performance appraisals

1. Performance evaluation only focuses on the past

2. Evaluation is susceptible to bias

61% of the components are the self-reflection of the evaluator rather than the objective reflection of the person being evaluated

3. After evaluation is bound to OKR, it will become a heavy burden for it.

Questions that employees answer before or during the evaluation:

1. What are the company’s OKRs?

2. Which KR have you contributed the most to? How did you do it?

3. What OKRs did you help develop for your team?

4. Which OKRs of your team have you contributed to? How do you contribute?

5. How did you apply what you learned from last quarter’s OKRs to this quarter?

4. OKR and incentives

Analysis of the pros and cons of linking incentives with OKRs

profit:

Focus on the target with laser-like precision:

If the incentive is tempting enough, each incentive target can not only simply know your OKR, but also make them obsessed with achieving this OKR.

Honor perception is fairer:

Linking OKR to incentives means employees will get more for more work, and their voluntary efforts are quite consistent with potential rewards, making them feel more fair.

Simple:

There is no need to guess, everyone knows what he must accomplish to receive a reward

Disadvantages:

Heavy baggage:

Employees, even star performers, will be rewarded by bargaining for an easily achievable goal.

Reduces the likelihood of proactively taking on more long-term work:

Pay more attention to the results of the current period and are unwilling to sacrifice their own work to do other things that may reduce the bonus of the current period.

May not match current business realities:

Incentives prove ineffective when the work is complex and requires collaboration among multiple people

5. OKR10 key considerations

Key things to note before setting OKRs:

1. Help everyone understand why you should implement OKRs

Why are OKRs particularly appropriate for your organization at this moment?

2. Get sponsorship from senior executives

Nothing is more important than a smart, committed executive leading this change

3. Provide OKR training

4. Make sure there is a clear strategy

Strategy means the clear articulation and communication of fundamental business priorities

Who are our customers (target market)

What we sell (core product)

and why customers buy our products or services (value proposition)

Key things to note when developing OKRs:

5. Objective should be qualitative rather than quantitative.

6. Avoid all OKRs being formulated from the top down.

7. Solve a series of problems that occurred on KR

Too many items:

Focus on the few key indicators that can determine success or failure

low quality:

poorly defined and difficult to understand and act on

Detection method:

If you find more than one acronym in a KR, it may mean you need to reconsider the KR

KR are all milestone types:

They are all milestone types, and there are no indicators to help you perform KR scoring.

8. Use a consistent scoring system

4 rating levels

Things you should pay attention to after setting OKR:

9. Avoid the phenomenon of shelving it after it is formulated.

One of the purposes of OKR is to become a good helper for dynamic and real-time learning.

10. Connect OKR to ensure alignment with upper-level organizations

Front-line employees are too far away from the strategic level, and a small amount of guidance is not enough to have a traction effect on their daily work.

6. Misunderstandings about OKR development, and How can a consultant help you?

The shortcomings of the team completing OKR setting without any external help:

Roles quickly blur

Are you the host? Or a participant? Your positioning will greatly influence your behavior in the workshop

We all fall victim to unconscious bias

Can you guide OKR discussions out of the inherent thinking mode?

As a leader and arbiter of key decisions, your team is missing out on a lot of valuable input

The leader's role is to evaluate members' perspectives and, when opinions differ, to use their professional judgment and experience to make thoughtful decisions

Top management teams are more likely to embrace OKRs when they have leading experts in the field working with them

Factors to consider when choosing a consultant:

OKR experience:

Step 1: Make sure their OKRs are consistent with your defined OKRs

Step 2: Confirm the consultant’s past success stories

Confirm a range of skills are available:

Excellent communication skills, able to explain relevant concepts clearly and thoroughly

Maintain close contact with all levels of the company

Excellent facilitation skills

Much of the work involved drafting and refining OKRs by organizing a conflict-ridden workshop

Analytical skills

Able to integrate various data and materials to prepare for effective guidance

Knowledge inheritance:

Transfer key ideas and techniques from consultants to clients

Cultural fit:

Are they culturally compatible with your organization?

Are executives and frontline employees willing to work alongside them?