OKR, Objectives and Key Results, is a management tool jointly formulated by companies, teams and individuals to clarify and track goals and their completion. It is also an important communication tool for the team.

Objective (O) is what you want to do, and key results (KR) are how to confirm that you have accomplished it.

Specifying up to 3 to 5 OKRs in each cycle can help the team, company, and individuals clarify what is most important.

Three principles of goal setting: clarity, time limit, and independence

Usually there are 3 key results that can be quantified

The cycle is usually quarterly or annual, or two lines in parallel

What is the most important thing to do in the next 3 months (6 months or 12 months)? Focus on important tasks and postpone less important tasks

At the beginning. Management needs to lead by example and make a public commitment in word and deed, otherwise no one will really care about the goal

Communicate clearly. Leaders must clearly explain why they do something and how they do it. “When you take the trouble to emphasize it multiple times, team members may really start to listen to you.”

Key results. It must be measurable. If the goal is set scientifically, 3 to 5 key results are enough to ensure that the goal is achieved.

What to do, how to do it and when to do it. Two lines can be parallelized, and quarterly OKRs can be used to support annual OKRs; DDL is the primary productivity

Match key results. The quality of work should be emphasized, ruthless single-dimensional OKR is harmful

Don’t let perfection be the enemy of good

OKR is transparent, and the goals of everyone in the company are public and can be shared.

Stay collaborative. OKRs connect individual employee work to team work, department projects, and overall organizational goals

Hierarchy and association. Half of it is top-down collaboration, giving specific meaning to the work

Activate the grassroots. Half of it is bottom-up collaboration, deepening employee ownership and promoting individual participation

Cross-functional coordination. OKR can help them improve smooth connections and achieve collaboration

OKRs are driven by data. Requires regular reviews, confidence scores/target scores and ongoing re-evaluation

Startup: Use professional OKR software

Set up an “OKR mentor”: urge people to apply the OKR system as soon as possible

Real-time tracking: preferably a weekly check-in

Summary: Clear Duplication

OKR inspires us to continuously exceed the challenges we have set before, even beyond our imagination

OKR is divided into two categories, one is commitment goals and the other is challenging goals

Try setting only 1 challenging goal (most companies and startups), or rank goals in order of importance and choose to do one thing at a time

Set quarterly or annual OKRs. After all, what challenging things can you do in a week? That's just a task at best

Need to constantly communicate goals with the team and penetrate every corner of the company's operations

Important things are not urgent, and urgent things are not important. Set OKRs with clear deadlines and ensure you work toward the goals every Monday

Common failure situations: Setting the goal too low and hiding one’s strength due to fear of failure; Setting the goal too high and deceiving oneself and others; Failure to follow up until the end and discovering that there is no progress towards the goal

Learn lessons and try again and again. It may take 4 to 5 quarters for an organization to adapt to this system

1. Set a challenging goal (O) and give the goal a qualitative

2. Clarify 3-5 key results (KR) for each goal. The goal can be achieved by completing the key results.

3. Execution tracking, the results should be followed up weekly, monthly, quarterly, and yearly to ensure that the progress is controllable

4. Regular review. After the OKR cycle, review the completion of O and KR. Discover problems, find solutions, and solidify experience

1 Follow the SMART principle

Measurable and time bound

offensive coach O: Generate 300+ yards passing attack per game KR1: Achieve 65% pass completion rate KR2: Reduce interceptions to less than 1 per game KR3: Hire a new quarterback coach

defensive coach O: Lose less than 17 points per game KR1: Less than 100 rushing yards per game KR2: Increase sacks to more than 3 per game KR3: Developing a Pro Cornerback

special teams coach O: Punt recovery team promoted to top three KR1: Punt returns less than 10 yards per game KR2: Prevented punts 4 or more times all season

KR cannot be measured, is neither specific nor time-bound For example, to increase exposure, how do you define improvement? Is social media increasing followers by 50%? Or occupy the cover of Sports Illustrated? Or have 5 special reports on sports shows?

Director of Marketing O: Improve the team’s brand image KR1: Anchor two top players for new marketing campaign KR2: Create a more convincing team slogan

public relations officer O: Increase media exposure KR1: Arrange for each player to participate in two charity activities per season KR2: Invite 20 sports journalists to meet and greet KR3: Share race photos on social media

merchandise manager O: Restart the on-site promotion plan KR1: Contact 10 souvenir companies KR2: Give the pricing of 5 products to be selected KR3: Come up with 3 ideas for on-site giveaways before August 1st

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