OKR can be split into two parts, O and KR. O stands for Objective, and KR stands for Key Task or Key Result. In use, it is a combination. O represents where I want to go and what my goal is. And KR represents what I need to do to achieve this goal. Each of our goals will have a Key Result associated with it. Essentially, OKR is a process of where we want to go and what we can do to help us get there. So what are effective OKRs?
Effective goals often have the following characteristics:
1. They can boost morale. It drives team members to achieve higher performance. Team members should be influenced by the challenge and appeal contained in the goal itself, thereby stimulating their unique creativity and work potential.
2. It can be achieved through hard work. When a team sets goals, it must find a balance between ideals and reality. The goal cannot be set too low, but it cannot be too whimsical. This can be seen from the later OKR achievement scores to see how the goals are set.
3. There is a time limit. This time can be on a quarterly basis or on a monthly basis. Different companies can determine such OKR assessment standards based on their actual business needs.
Effective key results often have the following characteristics:
1. Quantifiable. Goals can be qualitative and represent a desired direction, but KR must be quantitative. Whether it can be measured in numbers and whether we achieve this key result is very important.
2. Full of challenges. Years of scientific research in the field of goals have shown that setting challenging goals can lead to better performance and higher job satisfaction. Therefore, when formulating KR, it is recommended that you make it as challenging as possible to stimulate team members to think differently, but you should also pay attention to ensure that the result is ultimately achievable.
3. It must be specific. When formulating KR, it is crucial to clarify terms and concepts and ensure consistent understanding. This can promote barrier-free communication between teams and avoid unnecessary ambiguity.
4. Promote correct behavior. There are countless wise sayings about performance appraisals, and perhaps the most famous one is: "You will get what you evaluate." Indeed, once you know what your boss wants, you will naturally be attracted to it and do it. Pay more attention to it. Sometimes, if left unchecked, excessive pursuit of achieving targets can lead to some irrational decisions and even unethical behavior. Therefore, it is recommended that you carefully consider the impact each KR may have on people's behavior.
Developing effective OKRs is only half the battle. The next step should be to focus on how to truly implement KRs to facilitate real-time tracking and feedback of KRs. Tita's integrated target management platform is centered on target OKRs, associated with project management, work plans, performance appraisals, and integrated work collaborative management solutions. Based on the PDCA management theory, the Tita OKRs-E application framework is launched to help the implementation of corporate strategies be agile and simple, leading your company to the road to success.