This is a relatively early problem, 16 years, when the domestic OKR management concept has not yet become popular, but many articles summarize the essence, is the advantage of OKR management concept.
Now, in 2023, the OKR management method has been widely used and promoted by domestic enterprises, and a large number of successful cases have been achieved.
This article will help you do a complete combing, it is recommended to collect!OKR Lee Kim Sung
Coaching ability refers to the use of specific knowledge, skills, etc. to counsel employees, and pass on their experience to employees, which refers to the professional skill level, such as the programming ability of employees, and the ability to coach employees to make product orders. In this ability, almost all managers have it, but the level of competence of directors and managers will also be different. Therefore, managers also need to improve the ability of the business.
Management ability is also the most common work done by managers, focusing on the coordination and management of the organization, especially in the management process of OKR. One of the biggest attributes of OKR is communication, and in the process of implementation, it is likely to involve the coordination of other departments, which requires the adjustment of organizational resources. OKR can also be used as a management ability of managers, so learning OKR is also an improvement of management ability!
Feedback ability is not only the feedback of employees to the leader, but also the feedback of the leader to the employee. In fact, this is also a kind of incentive, OKR should focus on motivating culture and recognizing culture.
For example: Xiao Wang, he has been doing well recently!Xiao Zhang, you have to work hard!Similar to this kind of dialogue, it does not make it clear to employees that they are good or inadequate, and the results of feedback are not very meaningful. In contrast, Xiao Wang, the xx work he has done recently has brought xx help to the project, which is great, this is an effective feedback, employees clearly know what they are good at, and they can motivate employees more, so the core of feedback must focus on behavior.
Feedback ability is unfamiliar to a considerable number of managers, but it is not difficult, only need to deliberately practice Xi, you can have this management ability, to improve the team's working atmosphere.
Today's managers are gradually shifting from coaching managers to coaching managers, so coaching ability is the most important skill that managers must master. Have you noticed a phenomenon that when we are constantly giving advice to others, what should you do, what can you do, etc., their reaction is probably that this is definitely not going to work, this is too risky, or anger, you know what?Do you know what I do?
In fact, this is very normal, people protect themselves. What I want to say is that too much advice is often blamed for being managed, and resistance is a knee-jerk action, which is difficult to play a coaching role. Therefore, coaching ability is one of the essential skills of modern managers.
Coaching is about helping employees sort out their chaotic ideas into clear solutions by asking questions, and guiding them to think proactively, rather than giving them direct answers.
In the process of implementing OKRs, many companies apply the 3-3 principle
That is, no more than 3 big goals should be set in each cycle, and each goal must meet 3 conditions: the goals must be important and specific, must be action-oriented, and must be inspiring.
In the process of using OKRs, the first thing to do is to focus.
Many enterprises often encounter such a problem, the lack of coordination between departments, the "department wall" is very serious, and there are many such situations between teams, which are in separate positions, and it is difficult to achieve due collaboration.
The second purpose of OKR is to emphasize the ability to forge a collaborative organization and achieve the goal of collaboration and collaboration.
First, in the team or organization that has adopted OKRs, all OKRs are required to be public. That is, as a member of the organization, you need to know exactly what the rest of the organization does and what you need to collaborate with them.
Secondly, in the process of formulating OKRs, it is necessary to achieve alignment to ensure the consistency of everyone's work goals.
Traditional KPIs are directly related to employee promotions and salary increases, which can easily lead to a problem: employees are more willing to set simple, guaranteed targets for their own benefit, rather than difficult goals. Difficult goals are often the ones that are really beneficial to the business. And OKR is detached from performance appraisal, which is a good way to avoid this problem and is more beneficial to the enterprise.
This is one of the most important reasons why many organizations want to implement OKRs today.
In the VUCA era, what are the CEOs most concerned about?
The number one concern is how to cultivate organizational culture and how to optimize organizational management.
Nearly 80% of CEOs are concerned about this. This is interesting because in the past it was cho who was more concerned with organizational management, and now more and more organization leaders are concerned with this.
The second is the expansion of the team and the refinement of the division of labor.
Everyone feels that the organization is getting bigger and bigger, there are many information breakpoints, and the efficiency has become low, and the top leaders of the organization are very eager to improve efficiency.
The third and fourth concerns are equally hotIt is said that with the continuous expansion of personnel in the organization, managers at all levels may not have such a good grasp of the organization's goalsHow to help them achieve and move forward with the organization, and so manyDo employees really put everyone's wisdom in this job?and really be able to meet the challenges of the future.
So, in the VUCA era, why is KPI not enough?Let's take a look at how KPIs fail to function.
Clause.
1. Failure of standards.
The strategy and market goals are constantly changing, for example, my DAU today can achieve 500 million, but competitors are moving forward at a faster pace, should my goals be adjusted?It's going to change, so our standards are constantly changing.
Clause.
Second, the path fails.
In the past, when we talked about KPIs, there was an important word called layer-by-layer analysis, which represented a kind of path dependence, top-to-bottom dependence, bottom-to-bottom dependence, and all the wisdom was concentrated on the top-level head. However, the current organization is more ecological, and a lot of wisdom actually comes from the boundaries and edges of the organization, rather than the top layer, which is the path failure.
Clause.
3. Application failure.
More and more people, especially the post-90s and post-95s, have entered the workplace, and they are very different from the previous generation, and they will have a platform to choose a job and grow together with this platform. So when we use KPIs and monetary incentives to stimulate them, we will find that the results are no longer as immediate as before, and this is the application failure.
In the wave of change, various enterprises are exploring solutions in practice, among which objective management and performance management have attracted widespread attention because of their very high leverage.
OKR is actually born out of MBO (Management by Objectives), which is used at Intel and carried forward by Google. There are also many companies in Japan and abroad that have already used OKRs. Not long after ByteDance was founded, it began to use OKR for all employees. Today, all 80,000 employees of ByteDance use OKR, which has become one of the important weapons for ByteDance's rapid development.
OKR It is in the strategy strategy and the project and the task to solve two problems:
The first question, I'm going to **, what is my goal;
The second question is how to achieve this goal.
In fact, the daily business work of the company is inseparable from these two things, when our strategy is set, all the organizational work and business work are around the decomposition of the goal, the completion of the goal, and the feedback of the goal, which is its external form.
Why does OKR produce so much utility,There are so many new tech companies adopting?The most fundamental thing is its intrinsic motivation. Research has proven that when the work is more complex and requires innovation, intrinsic incentives can often exert greater value.
Before implementing OKRs, we need to recognize the following points.
OKRs are not a panacea. Finding the right strategic direction and excellent execution and review is the basis for OKR to improve organizational capabilities, OKR is not KPI old bottle of new wine, they are essentially different, if just change the KPI to OKR, it will not work.
3. OKR is not the same as fuzzy management. The use of OKRs requires that O be aligned and KR measurable, but in fact, the goals, results, and paths are relatively clear.
The first is transparency.
The OKRs of everyone in the organization can be as transparent and visible as possible. Therefore, many students know that ByteDance employees do not call each other "total", and they don't know each other's ranks, but they can see each other's OKRs on **. When you enter the company, you first look at the CEO's OKR, and you can clearly understand where the company is going. Another function of transparency is that everyone writes down their current goals and the goals of the organization, which represents my commitment to myself and to the organization, and commitment is a very important intrinsic motivation.
Second, focus.
Bytes encourage employees to column 3 5 O's. Enterprises need to invest in making achievements at one point, and behind this is how to focus effective resources on one point to make a splash. So we not only want the company to be focused, but also every employee is focused.
Clause.
3. Do something challenging.
There is a common concern that if the goal is too challenging and not completed, will it affect the promotion and salary increase?The answer is no, OKRs and appraisal bonuses are separated, so that employees can set really challenging goals, stimulate more creativity, and adapt to an increasingly competitive environment.
Fourth, 360-degree alignment.
We emphasize that goals are both top-down and bottom-up.
Many students may also know that ByteDance was founded in 2012, and its core product was Toutiao at the beginning. At the end of 2015, the size of Bytes was about 1,300 people.
In 16 years, Byte decided to devote more resources to this matter, so Douyin was launched in September 16, and now there are different products in the field of Douyin, watermelon, volcano and so on. This is a typical case of a new company groping its way forward and seizing the flashpoint to achieve a breakthrough. In the whole process, OKR leads employees to challenge from the bottom up, and once the breakthrough point is found, the company focuses resources from the top down and invests it all.
Nowadays, many enterprises think that OKR is a new management tool and want to try the following. Then the source goal suggests that managers should think through two questions before implementing OKRs.
First, why does my business use OKRs, and what problems do I want OKRs to help me solve?
Second, is my organization suitable for implementing OKRs, and what measures will I take to achieve the desired results?
If you want to know more about OKR related knowledge, as well as OKR training, and how to implement OKR, you can enter the homepage to sign up for the OKR target landing training camp, which will teach you strategy decoding, OKR formulation, performance appraisal, etc., for more content, please pay attention to my private message consultation.