《谷歌：2022面向成长型团队的OKR（目标和关键结果）制定指南（英文版）（25页）.pdf》由会员分享，可在线阅读，更多相关《谷歌：2022面向成长型团队的OKR（目标和关键结果）制定指南（英文版）（25页）.pdf（25页珍藏版）》请在三个皮匠报告上搜索。

1、PlaybookSetting Up OKRs for Growth-Oriented Teamsin collaboration withTABLE OF CONTENTSI.INTRODUCTION TO OKRII.IMPORTANCE&BENEFITSIII.BEST PRACTICES IV.SETTING UP OKR VI.OKR EXAMPLESV.WRITING GOOD OKRVII.TOOLSINTRODUCTIONTO OKRStudies have shown that committing to a goal can help improveemployee per

2、formance.Research also reveals that setting challengingand specific goals can further enhance employee engagement.“Objectives and Key Results”OKRs for short is a goal-settingframework centered around alignment and team engagement throughmeasurable goals.By design,it can be easily applied to all leve

3、ls of work,from the individual to company-wide objectives.While OKRs have beenevangelized by titans like Google,the methodology was first created byIntels Andy Grove and later popularized by venture capitalist John Doerr.At its heart,the system is built on the following formula:I will(Objective)as m

4、easured by(this set of Key Results)Here,the Objective is a clearly defined goal focused on what you want toimprove.Each objective is then accompanied by a set of Key Results easily measurable,quantitative outcomes.These are your indicators forcompleting the objective and can be regularly checked to

5、trackimprovement.Finally,although not mentioned in the formula above,you will need tocreate Initiatives,which are all the plans and projects built to further thekey results.Doerrs OKR FormulaIMPORTANCE&BENEFITSFocus:OKRs limit the number of objectives set within a cycle.This forcesyou to prioritize

6、specific areas for change.In doing so,you areencouraged to identify which parts require the most attention.That said,organizations often have multiple levels of OKRs,implying that certainsets of limitations only apply to specific layers.Alignment:OKRs can align the various teams daily work with thec