Does anyone know how to use Feishu OKR?

First of all, we must understand what OKR is, OKR is Objectives and Key Results, is a management tool and method to clearly track goals and their completion, the main goal of OKR is to clarify the "goals" of the company and the team and clarify the measurable "key results" achieved by each goal. Feishu OKR, on the other hand, is mainly designed for internal projects and individuals, providing enterprises with quantifiable and clear OKR collaboration documents. Specifically, Feishu OKR has designed corresponding functions from three aspects: goal setting, progress follow-up of key results, and reflection and summary after key results are achieved

1. In terms of goal setting:

Feishu OKR provides enterprises and individuals with the ability to write prompts, professionally assist in the goal-setting process of OKR, and can make public inquiries and follow other people's OKRs to learn more background information.

2. In terms of follow-up on the progress of achieving key results:

Through Feishu OKR, you can update the progress online, and project members can track and share the implementation of the project and the achievement of key goals in real time, and can also comment on the document and @ other members, so as to quickly discuss the OKR, making communication more intuitive and efficient.

3. In terms of reflection and summary after the key results are achieved:

Feishu OKR can help project members find and summarize deficiencies and problems in the project, provide feedback, and quantify the effect with scores. At the same time, Feishu OKR also provides a visual data dashboard, which can review the implementation of the whole cycle of OKR.

Literally, OKR is objectives, KR is key results, OKR is objectives and key results, that is, objectives and key results method. Literally, we can get two keywords: one is the goal and the other is the key result, so the OKR should also be composed of "an extremely clear goal" and "quantify the number of key results of the goal".

1.Develop OKRs

Fill in yours"o"with"kr"

On the OKR page, you can fill in your objective and key result One of the core values of the key is to help you focus on the key goals and sort out the priorities, so the number of O and KR is better than three to five. In addition, you can change the position of the KR by moving it up and down so that it can be sorted according to the set weight:

For each month, KP can adjust this confidence index at any time according to your judgment and actual execution. Generally speaking, 3 stars is a relatively safe kr.

You can also add weights to key results and goals, and you can set weights for KR to distinguish the importance level, so that you can stay focused and focused, and focus your best resources to achieve your goals. Finally, you can also set permissions, for example, if you have 3 goals in a month, you can set the permission priority of the goals.

Set permissions for O's or KRs that need to be kept private: OKRs encourage openness, transparency, and mutual visibility as much as possible. However, if you have special confidentiality needs, you can set permissions for a single o or kr.

Remind colleagues with the @ feature.

When you need others to be responsible, understand, and follow up on your OKR, you can directly @ the other party's name, and the person who is @ will receive a DingTalk message reminder. You can @ others in goals, key results, and tasks.

Align your superiors or collaborators.

When your goal o is to follow the goal o of your boss and other colleagues, you can use the alignment feature to align yourself o to the o of your boss or collaborator to ensure that the team's goals are aligned. Unlike Feishu, Polaris OKR can align your KR with the higher-level O or KR;

2.Follow up on OKRs

Update KR progress and progress records.

You can click the Update button to the right of the KR and mark the KR at risk (e.g., postponed, risky).

For kr with explicit data metrics, you can label the starting value, current value, and target value, and the system will automatically generate a progress percentage based on the amount of completed data that is updated.

In addition, you can also record the details of each progress update by filling in the progress record, so that you can clearly understand the achievement of the goal, and at the same time, you can update the information index in time according to the progress of different periods.

With the snap view, you can see who has aligned you.

The data kanban can not only clearly grasp the progress of individual OKRs globally, but also allow managers to clearly understand the progress of employees' projects in a timely manner.

Review and scoring.

OKR scoring.

First of all, the goal is self-evaluated and scored, and then each key achievement (KR) is evaluated, and Polaris OKR also has the evaluation and guidance of superior leaders to improve the review and scoring of OKR in multiple dimensions.

Myth 1: With too many goals, the energy of organizations and individuals is limited, and they cannot accomplish too many things at once. Setting too many goals can make it difficult to focus on what matters most and even waste valuable resources and time.

Organizations and individuals should identify 2-5 of the most important goals and prioritize them. Myth 2: Goals are not challenging, and qualified goals should be inspiring, challenging, motivating employees and driving the organization forward.

On the contrary, if the goal is easily achieved, the motivation and effort of the employees will be greatly reduced, which not only hides the strength of the employees, but also hinders the rapid development of the organization. Myth 3: Key results are not measurable, and key results are decomposed from the corresponding goals and can be used to judge whether the goals are achieved.

Key results should be objective and measurable, and in general, when each key result is achieved, then the corresponding goal has been achieved. In addition to quantities and percentages, key results can also be measured in terms of completion time, customer reviews, and more. Feishu OKR is a product with OKR enterprise management method as the core, which can largely make up for the shortcomings of traditional KPI data-oriented management methods, and can be said to be an upgrade book to help enterprises self-management innovation.

At the same time, Feishu OKR also provides a simple and easy-to-use visualization system for enterprises that introduce the OKR management model, which enables enterprises using the OKR goal management method to achieve more efficient and agile management results in multiple links such as goal setting, follow-up, integration and review.