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MindMap Gallery OKR Work Method High Performance Secrets of Top Companies

OKR Work Method High Performance Secrets of Top Companies

"OKR Work Method: High Performance Secrets of Top Companies" Reading Notes

Edited at 2020-08-01 09:18:00

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OKR Work Method High Performance Secrets of Top Companies

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Outline

OKR working method

5 Key Factors Why You Can’t Accomplish Your Goals

1. Failure to prioritize goals

Choose to do one thing at a time

Set a single goal and measure it with three key results

2. Lack of adequate communication, resulting in failure to understand accurately

Goal progress must be reported in weekly meetings and emails

Project tasks must support the achievement of goals

At the Monday meeting, everyone clarified and assumed their respective responsibilities

Report on OKR status and celebrations on Friday

3. Failure to plan well

Need a goal management system - commit, celebrate, take inventory

4. Not spending time on important things

5. Give up easily

The most common failure is failure to follow through on goals

Keep trying after failure

OKR six major scenario applications

Scenario 1: How to hold a quarterly OKR meeting

The number of people should not be too large, 10 people is enough

Initiated by the CEO, all senior managers should participate

A few days before the meeting, solicit opinions from all employees and think about the company's recent goals.

one day window

4.5 hours of preparation, one session of two hours, with a half-hour break in between

Every executive should prepare one or two goals to bring to the meeting

First write down what employees agree with, and then add executive goals.

Go through all the goals, eliminate duplicates, merge similar ones, and finally reduce the votes to three

All executives are free to list all indicators that can measure their goals

Categorize all indicators

Set specific target values for each key result

50% confidence

Final confirmation

Use the sticky notes tool

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

Example: R&D Manager

Goal: Help our sales team achieve their goals

Key Result K1: Provide sales support to 5 key prospects in the second quarter;

Improvement: Ensure no more than 3 major leads (annual revenue above $100,000) are lost for technical reasons

Improve again: the technical qualification rate of potential customers is 80%

Key Result K2: New training for sales team by end of Q2

Scenario 3: 7 steps of OKR meeting

1. All employees submit the goals they think the company needs to achieve this quarter;

2. Management spends half a day discussing OKRs.

Choose a goal and set key results.

3. Management introduces quarterly OKRs to their respective departments and completes the OKR setting for each department.

4. CEO confirms department OKRs

5. Top-down association

Department managers convey OKRs downwards, and subordinate sub-departments formulate their own OKRs.

6. Personal OKR (optional)

7.Plenary meeting

CEO Xuan Guan explains this quarter’s OKRs

Precautions

Prepare OKRs for the next quarter in the last two weeks of each quarter

Dare to admit that key results were not achieved or the bar was set too low

Three ways to reduce the risk of first-time failure

1. For the first practice, the whole company only needs to set up one OKR

2. Before implementing OKR throughout the company, try it with a team first

3. You can try using OKR for project management

Scenario 4: Using OKRs for a Minimum Viable Product (MVP)

Scenario 5: Use OKR to improve weekly reports

1. Start with the team OKR and mark the confidence index of the goal.

If the confidence index is less than 3, it is red; if it is greater than 7, it is green;

2. List the priority tasks of last week and mark the completion status.

If it's not done, briefly explain why.

3. Make a list of priorities for next week.

List three important things.

4. List risks or obstacles.

5.Remarks

Scenario 6: Avoid common pitfalls

1. Set multiple goals

2. The set OKR cycle is too short

At least three months

3. Use performance indicators to drive the completion of goals

4. No confidence index set

50%

5. Failure to track changes in confidence index

6. Treat Monday’s meeting as a regular meeting, not a conversation; take Friday too seriously;

Golden sentence

The key to starting a business is doing things the right way: great product, great packaging design, selling to a specific customer base;

Most entrepreneurial failures are due to lack of funds, and many are due to entrepreneurs losing their passion and confidence.

When encountering a difficult decision, use the idea of "changing the CEO" to think of a solution.

Without the influence of past experiences and personal emotions, it may be easier to make the right decision

Most of the time, other people's ears have to prick up what you have to say before they can really hear it.

Saying too much at once is the same as saying nothing at all.

No one knows what we can accomplish, so we say "continuous trial and error"

Goals should focus on how to inspire and motivate members

Road to Success

The company must have a clear mission

to solve a problem

Concise enough that every employee can remember it firmly

We (what value proposition) in (what field or industry) (improve people's lives or reduce people's suffering)

The mission is longer than the goal

Mission is direction

OKR goals are milestones

OKR goal management method

Definition: Set a challenging goal with clear direction every quarter, and set three or four clear and specific result indicators, and these indicators can ensure the completion of the goal.

Objective

Challenging and measurable

50% possibility

Set only one company-level goal

three principles

1. The goal should be clear and inspiring

2. Goals must have a time limit;

3. Have independent teams execute on goals

K1 (Key Result 1)

Use uplifting language and be quantitative

How to determine whether the goal is achieved?

Each department develops key results based on company goals

Attach a confidence index to each key result

status indicator

Things to pay attention to when promoting OKR and ensuring the completion of OKR

For example: Goal: sales growth;

Status indicators: customer satisfaction, team atmosphere, orders, revenue, etc.

Mark with red, yellow, green

important plan

P1 (must do), P2 (should do)

3~5 important things to do this week, marked with priority

Promote the realization of OKR

Just list the things you need to do to achieve your goals

Advance plan

Things planned for the next four weeks

Main points

Weekly inventory of OKRs

Discuss the plan together every Monday and determine everyone’s responsibilities

Celebrate every Friday (victory meeting/office event) with a presentation of what the department did last week

excitation

Everyone wants to have a small victory to share with everyone

The team sets goals together and helps the team find key results.

sequence

Preface

MBO

two principles

Just tell my subordinates what I want

How to motivate your team

Measuring work performance with key results

How to evaluate work

Preface

Management methods that turn ideas into reality

1. Set challenging and measurable stage goals;

Vision and mission of affiliated companies

2. Ensure that the team always works towards the goal and is not disturbed by other things;

Link goals and actions

Cut off businesses that are irrelevant to the goals

3. Keep the rhythm, all members have clear goals, help each other, and encourage each other;

Regular inspection results

Set goals, everyone assumes corresponding responsibilities, implements them well, and celebrates the achievements at the end of the week