OKR in the process of execution, to ensure that the implementation is in place, you need to pay attention to the following matters:

1. Goal management is the task of the whole team

Don't treat goal management as just a performance appraisal job, otherwise we will enter a misunderstanding.

It should not be regarded as a task alone, nor should it be treated as a separate job of the human resources department, unilaterally considered to have no relationship with other departments.

2. Pay attention to the two-way communication in the OKR management process

OKR management can not only focus on the results, but also pay attention to the process, the improvement of employees in this process is also very important and valuable.

Please recall our past process of implementing KPIs.

First, the team receives a task, and then the team breaks down the task and forms a target KPI for each person, and then the supervisor Latest Mailing Database confirms each person's KPI for the month by email or in person. So the determination of most KPIs is a one-way process, specifically a top-down process.

In the process of implementing OKR, we are more likely to be able to combine top-down and bottom-up. For example, at the end of a quarter, to set a goal OKR for the next quarter, you first need to ask the employee, as a team member, what he thinks he should do most in the next month, and what he thinks the goals and key tasks are.

Then the team leader and the team leader communicate with the employee, from the perspective of the leader, from the perspective of the goal of the whole team and the perception of the member, euphemistically point out what the employee should do in the next quarter, and finally form such an OKR.

3. Pay attention to the disclosure during the OKR management process

In the management of OKR, another thing to pay attention to is the disclosure of OKR to all employees. In the process of implementing OKR by Google and other companies, the OKR content of each employee is open to all employees.

No matter what your role is, you can see the OKR content of any person in the company, and even the OKR content of the CEO of the company, which is the so-called "full disclosure".

"Full disclosure" can avoid our sense of difference in the recognition of the goal in the management process of the team, or the problem of collaboration among members. Because if we don't know what the other team members are doing, there may be duplication of effort, or members who should be cooperating with each other do not know the actual needs of the other party.

To give a simple example: for example, this year the sales department or marketing department wants to get more sales, so expand the sales team and channel management team.

Obviously, increasing the number of personnel is one of the important conditions for the sales department to achieve this quarterly goal, but this task requires the cooperation of the relevant departments, such as the human resources department.

If the human resources department does not take the task of increasing sales manpower as the most important task at this time, and even does not rank in the current goal, then the completion of this goal will definitely be affected.

4. Pay attention to the scoring criteria for OKR

OKR's scoring principle at Google goes like this:

Generally speaking, the score is from 0 to 1 point, and 1 point is a perfect score. The average member reaches a score of 0.75, even if the OKR assessment is passed.

When Google implements OKR, there is also an important principle, that is, the results of OKR are not linked to salary. This is very characteristic, unlike KPIs, where results are strictly tied to pay, and this is where many companies are confused when using OKR. OKR appraisal results and salary rewards are not linked, so will it not be messed up?

Have you ever thought about why Google-designed OKR is not linked to salary?

First of all, this is because Google's industry is a high-tech Internet industry, and the biggest feature of the development of this industry is the uncertainty of the future. An innovation may subvert all the achievements obtained in the past, while the traditional industrial age industry will not change much in 5 to 10 years, so the pattern of the two is completely different.