Self-Driven
OKR Goal Management
Set your own goals, drive your own results
Core Idea
The core of OKR (Objectives and Key Results) is not top-down assignment of metrics, but letting members participate in goal setting. Goals you set yourself are goals you're more motivated to achieve.
How to Implement
Goal Setting
- Team goals are discussed and set together by managers and members, not unilaterally imposed
- Individual OKRs are proposed by members themselves, with managers helping to align with team direction
- Goals should be somewhat challenging, but not impossible to achieve
- Each objective has 2-4 measurable Key Results
OKR Cycle
- Set OKRs on a quarterly basis
- Briefly review progress each week in team meetings
- Do a mid-quarter check-in, adjusting if necessary
- Score and retrospect at the end of the quarter, summarizing learnings
Tips
- OKR is not a performance evaluation tool — don't tie it directly to rewards and penalties
- Encourage setting ambitious goals — achieving 70% is a good result
- The focus is on alignment and self-motivation, not number tracking
- Individual OKRs should relate to team OKRs, but don't need to be identical