One month before the start of the year

Two weeks before the start of the quarter

One week before the start of the quarter

first week of quarter

second week of quarter

Quarterly every day

Quarterly Weekly

Quarterly Monthly

end of quarter

Continue as Q1

last month of year

time

theme

personnel

The team co-creation method is a structured group discussion method that combines the concepts of concussion and holistic thinking. This method can help the team reach team consensus and find the core issues.

one,

2. Meeting materials

3. Random grouping

The team leader introduced the topic and explained: Before the meeting begins, a brief review of OKR knowledge can be conducted so that everyone can have a systematic and in-depth cognitive foundation for OKR.

Individuals think independently and record it on sticky notes; one sticky note only contains one specific point of view, each sticky note is written horizontally, and the expression is easy to understand. The number of words is within 8 to 20, and the handwriting is clear. Each person writes 5

They can be arranged and combined in the following way. Each person selects the most important post-it note and gives it to the group leader. The group leader reads aloud according to the content of the card. If anyone has questions about the expression, please ask the expresser to explain. Make sure everyone understands what is expressed. Everyone has a consistent understanding of the content, and everyone discusses the classification, and the same category is in one column; the team leader collects all other cards, reads them aloud and categorizes them; when dealing with classification, the number of columns is controlled to 5. When there is a dispute, you can vote to resolve it, but you must carefully explore the ambiguity. The idea behind it.

You can refine the central words in the following ways and extract keywords by column. The keywords can be written according to OKR's O writing specifications. After writing, read it aloud to enhance understanding.

Sort them in order of importance and present the final results.

The meeting host conducts collective team co-creation (arrangement and combination according to the above process); when objections arise, voting is adopted; the CEO finally expresses his opinions and determines the final co-creation result.

“World Coffee” – Identify key results

1. Meeting preparation

2. Clarify the rules

3. Group talks

4. Wisdom flows

5. Organize reports

6. Discuss and confirm

1. The CEO can propose goals and then discuss them, or he can directly propose OKRs.

2. The team can also use this related method to determine OKR

Two weeks before the start of the quarter

Team leaders and direct reports

subtopic

You can refer to the annual OKR formulation method

1. The o or KR in the company's annual strategic OKR must be implemented in the department OKR:

2. Think about other possible contributions that can be made to the company's annual strategic OKR,

3. Consider the possible contribution to the company’s operating indicators and long-term development

4. Distinguish between commitment-based work and challenging work.

serial number

GoalO

association

confidence index

key results

Completion Date

first week of quarter

CEO\Executive Team

1. Team quarterly OKR (the team leader can revise it based on employee OKR)

2. Teamwork table

3. Company OKR implementation relationship chart

4. Landing relationship diagram

1. The host opens the show

2.Introduction step by step

3. Moderator’s summary (modify submission time)

4. Need attention

Time: Second week of quarter

People: Team leaders, employees and internal OKR coaches

1. The department modifies and updates the team OKR according to the requirements of the OKR consensus meeting.

2. Department head releases department OKRs to department employees

3. Discuss employee OKRs through department meetings or one-on-one communication.

4. Employees revise personal OKRs

5. Employees issue OKRs

6. OkR internal coach; track the release work; provide guidance during the formulation process; check the implementation of vertical decomposition and horizontal collaboration relationships; check OKR writing and provide suggestions.

Time: every day of the quarter

People: Team members

The main purpose of the daily stand-up meeting is to allow team members to communicate with each other, the progress of the tasks they undertake, and the problems and difficulties encountered. One of its side benefits is that managers can keep abreast of the work of team members and everyone's work status, identify problems and risks in a timely manner, coordinate and find solutions to problems.

1. Meeting time: 15 minutes

2. Meeting preparation: Use sticky notes to complete the daily stand-up meeting materials. It is recommended to use different colors to represent different people, or to mark names and nicknames on each page.

3. State it in a syllogism: What did you do yesterday? What are you going to do today? What obstacles did you encounter? What support do you need?

4. Focus on solving "obstacles".

Time: Quarterly Weekly

People: Team members

1. OKR progress this week

2. Obstacles

3. Plan

4. Plan for next week

1. Members introduce weekly reports.

2. Discuss obstacles and options.

3. Give achievement recognition.

1. Don’t turn it into a “criticism” or “accountability” meeting.

2. Focus on OKR and future actions.

3. Create a positive team communication atmosphere.

4. Pay attention to employees’ confidence and emotions.

Time: quarterly and monthly

People: Team members

1. Serial number

2. Goal O

3. Key results

4.Completion status

5.Completion ratio

6. Completion date

1. Members introduce OKR completion progress,

2. Members share successful experiences.

3. The member proposes OK and updates

4. Members raise problems and difficulties and seek support.

5. Discuss future solution ideas and strategies.

6. Managers clarify OKR priorities and allocate resources.

1. OkR completion progress must be supported by data.

2. Pay attention to the "completion degree of commitment OKR" and ensure the completion of commitment OKR.

Time: End of quarter

People: Team members, team leaders

next steps

1

0.7

0.3

0

1. The host opens the meeting (introducing the review rules and requirements).

2. Review by department one by one.

3. Internal coach (Human Resources Department) conducts OKR operation summary and suggestions.

4. Leadership summary.

1. Pay attention to the situation where kR is completed but O is not completed.

2. It is necessary to distinguish between OKR types, commitment type; in-depth discussion and analysis of reasons, and challenge type OKR, which should be encouraged.

3. When analyzing the causes, colleagues and leaders should focus on analyzing points that can be improved in the future, rather than focusing on “pursuing responsibility.”

4. There must be follow-up measures; cancel; continue to implement, strengthen; update.

5. In the review organization, a good environment should be created at the beginning of promotion, encourage everyone to speak, create an open communication atmosphere, encourage everyone to put forward constructive opinions, and create a sincere communication atmosphere. The behavior of the host organization and leadership is very critical!