Shulou(Shulou.com)06/02 Report--

The significance of OKR Target Management to the Company

OKR was introduced into China in 2013, and at first it was mainly implemented by some start-ups with a Silicon Valley background. Now OKR is gradually sought after by IT, Internet and high-tech enterprises, and is becoming popular. Domestic well-known Internet companies Pea Pod and Zhihu have successfully implemented OKR within the enterprise.

There is a saying in the University: "there is a decision after knowing, then it can be quiet, then it can be quiet, then it can be safe, and then it can worry, and then it can be obtained." It means that before we do something, we must first think clearly about the goal to be achieved. only in this way can we be firm in ambition, calm and calm, calm and calm, peace of mind and peace of mind. Only by thinking about Zhou Xiang can we gain something.

This is not only a way to do things, but also a way to solve problems. As large as an enterprise, as small as a project team with several people, it is necessary to determine a clear and clear goal before carrying out the work, and then gradually extend and refine it according to the goal, so that each member of the team is clearly aware of his responsibilities and work.

Goals mean a lot to both the company and its employees:

Vague instructions or guidance can be specified into executable, detachable or even measurable goals

Evaluate the feasibility of the project and identify the key links and risk links

Unify the understanding of the direction or value of work of all members of the project to ensure that all members work in the same direction at the same time

Connect the work among the project members to form a synergistic effect

The goal is the end point that the enterprise or organization points to, and goal management is a systematic method to organize large and complex things and behaviors into key controllable goal management activities, and to encourage its members to achieve organizational goals efficiently.

OKR target management method

At present, the commonly used target management method at home and abroad is OKR, which is invented by Intel and successfully promoted in Uber, Google, LinkedIn and other companies, namely goal and key achievement method.

"OKR is a rigorous thinking framework and ongoing disciplinary requirements designed to ensure that employees work closely together and focus on measurable contributions that promote organizational growth."

The use of OKR for goal management is mainly divided into three stages: goal setting, landing implementation, and result evaluation.

(I) goal setting

There are three levels in the formulation and implementation of OKR: company level, department level and individual level. We can first select a level, and then promote it step by step from point to area, so that all members can find their own goals.

Goal (O) answers the question of "what do we want to do", which is qualitative

The key result (KR) answers, "how do we know if we have achieved our goals?", which is quantitative.

With reference to the long-term goals, enterprises can decompose the overall business process into a number of interrelated stages according to the different nature of the work and the order of schedule, and gradually achieve the long-term goals in stages.

The goal is first, then the goal is disassembled from the top down, the project corresponds to the goal, the goals at different levels correspond to different projects (one goal can correspond to multiple projects), and finally ensure that each project has a clear goal.

Effective OKR formulation must meet the SMART principles:

Specific (clarity)

The goal must be clear, not ambiguous or ambiguous. For example, "optimizing customer service awareness" is not a clear goal.

Measurable (measurable)

The key results must be measurable, and the methods that can be used to measure are: baseline method, milestone method, positive measurement method, negative vector measurement method, etc., such as "increasing the user retention time from 60 minutes to 80 minutes" is a measurable key result.

Attainable (achievable)

OKR encourages ambition when setting goals, but also considers what is achievable and cannot set a meaningless goal that cannot be achieved at random.

Relevant (correlation)

Company-level goals should be aligned with the company's strategy, departmental goals should be aligned with corporate goals, and personal goals should be aligned with departmental goals, so as to ensure the focus of all staff goals.

Time-bound (time-limited)

If there is no time limit, the goal setting will lose its meaning. In the implementation of OKR, the time limit is reflected in the cycle setting.

(2) execution on arrival

"the idea that there is no implementation is a pipe dream in the end." the formulation of corporate strategies and goals is actually very simple, but the difficult thing is how to implement it and produce the desired results.

The specific implementation of the goal needs to be landed on a specific project, and each project will contain a number of tasks, so the final implementation of the goal is on the task, but we aggregate the tasks with the same goal together and manage them in the same project.

CORNERSTONE each task represents a specific project, and the progress, resources, and time nodes are clear on Kanban.

The formulation of the OKR is only the first step. During the implementation process, you need to update the key results regularly and evaluate the progress and completion of the key results according to the completion of the task. In this process, there are three key nodes that need to be paid attention to:

Weekly meeting: the weekly meeting assesses the progress of this week's goals and the risk status of key outcomes.

Quarterly mid-term review: to ensure that the target is completed by the end of the quarter, it is recommended that the target progress be reviewed and evaluated in the middle of the quarter in order to find possible risks and solutions this morning.

Quarter-end evaluation: at the quarter-end evaluation meeting, you need to review the achievement of the quarter's goals and the final score, and the best score should be around 0.7. At this assessment meeting, two questions need to be answered: "to what extent" and "how to do it".

(III) Evaluation of results

At the end of each week, all staff are required to summarize, evaluate and grade the achievement of the goals for the current cycle. It may only take a few minutes for the person in charge to rate the achievement of the goal, but more work should be done at the staff meeting:

Collective discussion and review of the implementation of the objectives of the current cycle

Motivate ambitious and excellent members

Summarize the problems in the implementation process

To provide reference for the goal setting of the new cycle.

Conclusion

In the process of project management, clear and clear objectives will help the team to form a high degree of consensus, and then maximize the effect of cooperation, and it is also the most important condition to ensure the efficient and controllable promotion of a project. The process of OKR implementation is also the implementation process of each project in the enterprise. OKR points out the most key business indicators for the enterprise, but how to achieve or achieve these key business indicators depends on the implementation of OKR. CORNERSTONE provides functional modules including task / requirements / test management, iterative planning, defect tracking, report statistics, teamwork, WIKI, shared files and calendars, etc. Teams with less than 20 people can use it for free and click to register CORNERSTONE for free.

Welcome to subscribe "Shulou Technology Information " to get latest news, interesting things and hot topics in the IT industry, and controls the hottest and latest Internet news, technology news and IT industry trends.