MindMap Gallery OKR summary
The OKR summary mind map mainly includes the definition, principles, formulation, implementation, four major tools, and ten key points of OKR.
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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.
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OKR summary
definition
Glossary
O-objectives
KR-key results
Introduction
Objectives and Key Results Method. It consists of two main parts: "clear goals" and "key results". Can be used in many scenarios.
formulate
Require
1. Set according to year and quarter
2. Have something to do every day and care about the results of your work
3. Have measurable goals and confidence indicators
Specific settings
1. Clarify the company’s mission and strategy
2. Set department OKR, then set personal OKR, can be inherited
3. challenging
4. 1-3 goals, not too many, no repetitions
5. Set 3-4 measurable key results for each goal
6. Key result setting confidence value
main principles
1. The direction of the goal should be clear
2. Goals should be time-limited. Having a clear deadline is more conducive to completion.
3. The execution subject of the goal must be clear - who will complete the goal
implement
Psychological construction before execution
1. Make sure the goals are clear enough
2. has been communicated to all relevant personnel
3. Spend appropriate time
4. Be brave enough to try and make mistakes
5. Not easy to change midway
6. OKR is not KPI, you cannot have a performance appraisal mentality
Master the rhythm of "taking responsibility and celebrating success"
1. Pay attention to OKR progress every week or every month
2. There must be a victory celebration party
Factors that may easily lead to failure to achieve goals
1. Set multiple goals without prioritizing them
2. There is a lack of adequate communication, and some people in the team do not accurately understand the goals.
3. There is no specific plan to implement the goals
4. Instead of spending time on important goals, you do things that need to be simple
5. give up easily
Four sharp tools and ten key points
Four sharp tools
1. target focus
a. Focus on what’s important and what’s not important
b. OKR is a precise communication tool that can eliminate confusion, allow us to further clarify our goals and focus on the key success factors.
2. Teamwork
a. OKR is transparent. From the CEO to ordinary employees, all personal goals are public.
b. Each employee ties personal goals to company plans, identifying dependencies between the two and working collaboratively with other teams
c. This top-down collaboration connects individual contributions to organizational success and gives work specific meaning.
d. Bottom-up OKR promotes individual participation and innovation by deepening employees' sense of ownership.
3. Responsibility tracking
a. OKRs are data driven
b. Regular check-ins, goal scoring, and ongoing re-evaluation keep OKRs alive and well
c. Everything is based on an objective and responsible spirit
d. A dangerous critical result triggers some action to get it back on track or, if necessary, modify or replace it
4. fully extended
a. OKR motivates employees to continuously exceed the possibilities previously set
b. By pushing our limits and allowing ourselves to fail, we can unleash our most creative and ambitious selves
Ten points
1. Absolutely honest
a. The essence of a healthy OKR culture is absolute honesty, abandoning personal interests and focusing on the team
2. measurable
a. Key results must be measurable, ultimately visible, and leave no doubt
b. Easy to judge whether it has been achieved
3. Humanity driven
a. Companies should be built on trust and respect for their employees - not just as profit-making machines
b. Leverage data and frequent communication among employees to balance the company's long-term and short-term plans
4. less is more
a. These carefully chosen goals send a clear message telling employees what to do and what not to do
b. Develop up to 3-5 OKRs per cycle and make it clear which ones are the most important
c. Generally speaking, each O is associated with less than 5 KRs.
5. bottom up
a. Encourage teams and individuals to consult with managers
b. The OKRs formulated in this way should account for about half of the respective OKRs.
c. If all goals are top-down, employee motivation will be frustrated
6. Be involved together
a. Collaborate to set priorities and determine how to measure progress
b. Even when company goals are set, key results can still be negotiated and adjusted.
c. Reaching collective consensus is crucial to maximizing the achievement of goals
7. stay flexible
a. If the environment changes significantly, even adjust or abandon some key results
8. dare to fail
a. Aiming higher will help you achieve greater potential
b. Set challenging goals
9. fair use
a. OKR is not a performance evaluation based
b. To encourage employees to take risks, separate OKR and bonus incentives
10. patient, firm
a. Every process requires trial and error
b. It can take an organization a long time to build mature goals