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OKR working method

How to motivate different teams to work together and go all out to achieve a challenging goal? O stands for Objective, and KR stands for Key Results. Objectives refer to what you want to do, and key results refer to how to confirm that you have accomplished that thing.

Edited at 2021-08-29 09:18:59

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OKR working method

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Outline

OKR working method

Preface: Measuring work performance with key results

Chapter 1 Determine goals and ensure that the team focuses on important goals

Let people who like tea drink good tea

Either very optimistic, or persistent to the point of fanaticism

Adjust strategies without changing strategic goals

Once there is a problem with the team, it will be useless no matter how much money you have

Ensure the team is focused on important goals

Chapter 2 discusses key results and reviews issues during OKR implementation.

Discuss key results with team members

Cut off business that is not relevant to key results

Pay attention to product quality

Find ways to cut expenses before going bankrupt

Eliminate the "black sheep" from the team

Face the bad news head on

Let everyone take responsibility

Which thing is more important?

No company is dispensable

Pay attention to deadlines

Awkward key result

Saying too much at once is like saying nothing at all

Team members discuss and develop OKRs together

Chapter 3 Evaluating OKR Implementation Results

A welcome change after improving OKRs

Quarter-end results review

Results review at the end of half year

Achievements after one year

Chapter 4 Key Factors Affecting Goal Achievement

5 Key Factors Why You Can’t Achieve Your Goals

How product teams develop OKRs

Control the rhythm of “taking responsibility and celebrating results”

Chapter 5 Six major scenarios used by OKR

Scenario 1: How to hold a quarterly OKR meeting

Scenario 2: The service department’s OKRs should be related to the company’s goals

7 steps of Scenario 3 OKR meeting

Scenario Four: Using OKRs for Minimum Viable Product

Scenario 5: Use OKR to improve weekly reports

Use the team's OKR as a starting point and mark the confidence index for completing the goal.

List the priority tasks for the last week and mark their completion

List priorities for next week

List risks or obstacles

Remark

Scenario 6: Avoid common pitfalls of OKR

Set multiple goals

Set the OKR cycle too short - one week or one month

Use performance indicators to drive goal achievement

No confidence index set

Changes in information index are not tracked

Treat Monday’s meeting as a debriefing session, not a conversation

Friday is too serious

Chapter Six Final Advice

OKRs and annual reviews

Final tips for using OKRs

Summarize

What are OKRs

OKR consists of two parts, namely O (objective) represents the goal, and KR (key results) represents the key result. The goal is what you want to do, and the key result is how to confirm that you have accomplished it.

How to set OKRs

Determine OKR goals

in principle

The deadline is appropriate. It is best to use quarter as the deadline. If it is more than 1 year, it is more appropriate to use mission. If it is more than 3 years, it is better to use dream. If it is less than one month, it is more appropriate to use mission.

Simple, clear and inspiring, such as "become a leader in this industry" or "become an expert in this field"

step

Collect targets. Think about the goals you should focus on in the near future and list them. For the team, all employees need to participate and select the most popular goals. If a meeting is held, senior managers should bring at least 2 goals to the meeting and notify relevant personnel 2 to 5 days before the meeting (the book requires that in advance one day).

Filter targets. Write all the goals on sticky notes (one goal per sticky note), classify, organize, integrate and supplement the goals, and finally select 2 to 3 goals. If a team meeting is held, discussion, voting and screening can be conducted.

Determine the target. Prioritize the filtered goals and use the top one as the final goal. In the team meeting, one of the 2 to 3 goals can be determined as the OKR goal through the procedure and method of "discussion-debate-argument-voting sorting-final decision". Note that there is only one target, unless there are different businesses.

Determine OKR key results

Key results are the key indicators to measure and judge whether the goal is achieved. That is to say, as long as the determined key results are met, the goal is achieved.

Four aspects

Look for indicators. That is to find those elements that can reflect and affect the realization of the goal. The more the better. Therefore, it is necessary to brainstorm, list all the indicators that can be thought of and write them on sticky notes (one sticky note for each indicator) to facilitate classification.

Determine quantities and metrics. Classify, organize and integrate all the indicators listed, and finally select three (too many will distract the energy and make it difficult to focus, the power of OKR lies in focus; not too few, too little will make it difficult to judge whether the measurement can achieve the goal). These three indicators should be able to measure and judge the goals from three different angles, and can most directly reflect whether the goals have been achieved.

Quantitative indicators. That is, to what extent can each indicator better reflect the achievement of the goal?

Set confidence index. For each quantified indicator, how confident we are to achieve it is expressed as 1 if it is easy to achieve, and 10 if it is impossible to achieve it at all. The confidence index should not be too low, as it would be unchallenging and difficult to improve, nor should it be too high, as it would be difficult to complete and dampen enthusiasm. It is more appropriate to set it to 5, that is, you feel that you can complete the goal with all your strength, otherwise you need to adjust the quantitative value of the indicator.

How to improve OKRs

Identify and prioritize your concerns for the week. List the 3 to 4 most important things. Only if these things are completed this week can the team's goals move forward; clarify the priorities of these things. Things that must be done this week are represented by P1, no more than 3, things that should be done are represented by P2, and things that can be done or not are not included in this week's items. P1 matters must be completed, that is to say, do P1 first.

Make a plan for the next four weeks. Things that require preparation or support from other team members are listed so that the team can prepare in advance, coordinate and cooperate, and make the work more sustainable.

Set status indicators. Pick out two other factors that affect the achievement of the goal. The team needs to pay extra attention, such as customer relationship (customer satisfaction), team status (work mental state, consistent effort direction), system status (system operating status), etc., and set different colors. The indicator lights are green good, yellow dangerous, and red bad. When accidents occur in these places, immediately discuss and find response plans to ensure that OKRs are not affected.

four quadrant diagram

How to implement OKRs

A dedicated team is responsible for OKRs. Without a separate and dedicated team responsible for tracking and implementation, OKRs will often be shelved or abandoned halfway.

focus. Weekly work must have clear priorities and focus on key results. Key results must be focused on goals. Each stage should focus on one goal, and focus time, energy, and personnel on the most important things.

Have a good Monday inventory meeting. The team holds a discussion meeting every Monday, spending 1/4 of the time talking about the progress, and the rest of the time discussing the next step together. It is recommended to hold short meetings.

Will this priority list ensure our OKRs are completed?

• Are we capable of completing OKRs? Who can help us?

• Are we ready for a new round of efforts? Do other departments know what to do immediately?

• Are we exhausted? Are there any hidden dangers in our system?

• If the confidence index set by OKR is 5/10, is the current probability of completion higher or lower, and what is the reason?

Have a good Friday celebration party. The celebration meeting is mainly to mobilize the enthusiasm and participation of the team. Different from the inventory meeting on Monday, the celebration meeting mainly displays the results of departments or individuals, such as orders signed and problems solved.