OKR Goal Management: Why do a large number of organizations and individuals misunderstand OKRs?
At the end of the year, many enterprises have started a new annual plan, naturally indispensable for strategic combing, in the practice of OKR, we have repeatedly emphasized that OKR is a set of real strategic landing tools, many enterprises lack awareness of this, but also lack of attention, most enterprises are in the OKR as an implementation tool, a task decomposition tool, and the organization's own strategic deployment, based on the judgment and speculation of the high-level, planning and design, and then decomposition and implementation, which has a huge misunderstanding and misleading, many enterprises OKR implementation, are in the so-calledIn the state of "self-rationalization", there is no real incremental value output.
We often say that OKR is a set of seemingly simple, really not so easy to use tools, which is also an important reason for many enterprises in the implementation of OKR, the depth of misunderstanding, many teams are anxious and impetuous, self-assumption according to their own understanding, start the application journey of OKR, resulting in deeper and deeper, mandatory implementation, blindly pursuing simplification, and will inevitably escalate with the conflict with reality.
First of all, why are OKR tools so misunderstood in many enterprises?The five-point analysis is compiled for reference only.
First, the impetuous mentality and disorderly competition of domestic enterprises, and the lack of patience and judgment for new tools and new things;
Second, excessive marketing has led to the short-term popularity of OKRs, which has become the root cause of many enterprises' blind start-ups
Third, OKR's requirements and thresholds for organizations go beyond the basic status quo of many enterprises and require gradual growth
Fourth, the overly conceited high-level executives underestimate the difficulty and power of OKRs, and in essence, the management thinking has not changed
Fifth, overloaded work tasks lead to a lack of Xi opportunities and motivation to explore new skills.
Next, how to change the confusion caused by the misunderstanding of OKR, I often joke that many companies may not know what a real OKR is until they give up on OKR. We offer three suggestions for businesses for reference only.
1. Don't be in a hurry to expand the application of OKR, calm down, collectively learn OKR, think about OKR, and identify the current situation Xi of the organization
2. Carry out OKR in the form of a pilot, do not seek speed and scale, only focus on the effect, continue to optimize iterative trial and error, review and summary;
3. Continue to invest in organizational atmosphere and culture, employee talent density, organizational strategy consensus, goal alignment, and trust among internal members. OKR Objective Management Method