I. Intro
OKR (Objectives and Key Results) is a goal-setting framework that originated at Intel and was further refined at Google. It is a set of tools and methodologies to help organizations effectively manage their goals.
The key components of OKR are:
- Objectives: Inspiring goals that an organization aims to achieve, often reflecting its long-term mission and vision.
- Key Results: Measurable outcomes that describe the approach to achieving the Objectives.
The OKR process encourages critical thinking, aligns team members towards a common vision, and helps them find ways to contribute their value.
By implementing Lark OKR, organizations can promote close collaboration, enhance focus on primary tasks, and effectively manage their goals.
II. What you need to know
The OKR cycle consists of four stages:
- Creating OKRs: Establishing Objectives and Key Results.
- Aligning OKRs: Ensuring goals are consistent across the organization.
- Following up on OKRs: Tracking progress and making adjustments as needed.
- Reviewing OKRs: Evaluating the outcomes.
- Creating OKRs
The first step in using OKR is to develop a series of Objectives and Key Results. When drafting OKRs, teams should conduct thorough discussions to ensure that all team members are on the same page and can strive toward the same goals.
- Aligning OKRs
Alignment is essential to ensure objectives are consistent across the team. Every team member is expected to think about how they can contribute to the overall goal and draft their OKRs accordingly.
- Following up on OKRs
As organizations have to operate in an ever-changing environment, it is essential to follow up on OKR progress. Teams should check the progress of their objectives regularly, communicate promptly, and remain agile.
- Reviewing OKRs
When an OKR cycle is coming to an end, organizations, teams, and team members need to review the progress of their OKRs and give them a score. Each member scores their OKRs according to three standards: how much progress was made, how challenging it was, and how much individual effort has been put in.
Objectives need to be ambitious and challenging. An Objective score of 0.6–0.7 is considered a good performance. If the score is always high, it might mean the Objective was set too conservatively and wasn't challenging enough.
III. Learn more
Now that you know the basics, you can learn more about Lark OKR:
- If you're an administrator and you need to configure Lark OKR in your organization, see Lark OKR administrator guide.
- If you're a member of an organization and want to set your OKRs, see OKR user guide.