The full participation nature of OKR focuses the energy of all employees and invests in the most important things. The measurability of OKR can make the goals clearer and point out a clear direction for achieving the goals.

OKR allows employees to know the meaning of their work, which will promote employees' enthusiasm and initiative in work, which is more conducive to the achievement of organizational goals and greatly reduces the difficulty of work arrangements.

The transparency and top-down nature of OKR allows you to truly understand the meaning of your work, rather than being blindly assigned, thus prompting you to have a clear direction for your efforts, and you are more likely to improve your business capabilities.

OKR requires that each one must be quantified, that is, there are quantity requirements and time requirements.

The measurement standard of KPI is broader. In principle, what can be quantified must be quantified, and what cannot be quantified must be qualitative. Qualitatively, it can be measured from multiple aspects such as time, quality standards, numbers, etc.

OKR emphasizes that everyone's goals are completely transparent and open, and all members can query the goals of other members at will to facilitate team collaboration.

KPIs are more open to the public on a small scale, such as between superiors and subordinates, and between colleagues who are related to indicators.

OKR emphasizes top-down communication, that is, the goal is decomposed from top to bottom.

KPIs are determined by superiors based on predetermined measurement standards.

O：Objectives,KR：Key Results

OKR:Objectives and Key Results

objectives and key results method

A strategic target and task system

A set of management tools and methods to clarify goals and track completion

A clear goal that requires extreme focus

Quantify several key results for this goal

It is best not to have a goal lower than one

From the bottom up, we collect employees’ psychology and think about the goals that the company should focus on most at present.

Convene a meeting with senior executives to put their alternative goals together with those of employees. They will discuss them collectively at the meeting and finally vote on the goals based on the actual situation.

Estimate the probability of completing the key results. It is generally recommended to set it at 50%

The goal should have a specific and clear direction

Goals should have a time limit and a definite deadline to help achieve the goal

Objectives are achieved by independent teams, i.e. the subject of execution must have a clear understanding of all work