14 OKR goal design examples and production of the whole process of performance

Goal: Expand the team.

Key result 1: 10 marketing personnel are hired, 50 are actually recruited, and 200 interviews are required;

Key result 2: There are a total of 20 drivers, mainly introduced through the company's internal personnel, of which 2 have been hired through the recruitment platform.

Key result 3: High-end R&D talents were introduced through peers, and the chairman was personally responsible for interviewing and introducing them, a total of 3 people.

Key Result 4: Introduce a manager of the security department, and conduct the internal training at the same time as the external introduction, and actually introduce at least one person.

1) The goal is qualitatively stated;

2) the key results are quantitatively stated, similar to KPI indicators;

3) The result of a target decomposition is about 3-5, and it should not be too much.

1) The mental state and atmosphere of the recruitment team;

2) the state and mood of the new employee;

3) Satisfaction with pre-job training.

To sum it up:

A person's mood, state, team atmosphere, emotions, etc., will affect combat effectiveness.

P1: 1 recruitment in the talent market, 5 people are invited to participate in the training;

P1: **50 resumes, 20 people are invited to participate in the interview, 7 people are invited to participate in the training;

P1: Accompany the chairman to meet with R&D talents twice and cooperate well.

1) As with the goal breakdown, list the key work plans for the week, which are directly related to the key results;

2) classify the work plan so that P1 is the highest level, followed by P2, and so on;

3) content that is not related to the key results and is not listed in this table;

4) It is generally recommended not to have more than 5 work items per week.

1) Organize 2 training sessions for newcomers;

2) Organize 1 team building activity for newcomers;

3) Organize 1 campus recruitment;

4) Continue to ** resume and invite personnel to participate in the interview.

1) Make a work plan according to the goal;

2) Content that is not related to the goal is not listed.

To summarize (in addition to the previous example):

1) Set confidence score and completion score after the key results: among them, the confidence score is 10 points, 1-3 is red, indicating warning, 4-6 is yellow, indicating reminder, and 7-10 is green, indicating that the situation is good; The completion score is 1 point out of 1, assuming that 10% of the task is completed, 01 point.

2) The status indicator is also divided into three colors: red indicates bad status and warning; Yellow indicates that the status is average, reminder; Green indicates good condition;

3) It can be used as a standard format for work report content, such as weekly reports.

Assignments:Design your own personal OKR goals.

Next: Company OKR implementation process and key points.

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