What is OKR?

OKR (Objectives and Key Results) originated from Intel and was then developed at Google.

OKR is a set of tools and methodologies to help organizations manage objectives. OKR aims to promote close collaboration among employees, ensure that objectives are consistent across the organization, and help employees focus on primary tasks.

The O in OKR stands for "Objectives", which is an inspiring goal that the organization hopes to achieve in the near future, and usually reflects its long-term missions and visions. KR stands for "Key Results", which is derived from the objective and describes the approach to achieving the expected results. The process of developing and breaking down goals can encourage employees to think deeply, help employees better understand the organization's vision, and find ways to realize their personal value.

How to Use Feishu OKR

A full OKR cycle is divided into 3 stages: developing OKRs, following up on OKRs, and reviewing and scoring OKRs.

Developing OKRs

The first step in using OKR is to develop a series of reasonable objectives (O) and key results (KR). During OKR development, teams should conduct thorough discussions to ensure that all team members are on the same page and can strive for the same goals.

"Alignment" is essential to ensure objectives are consistent across the team. Take individual OKR development as an example. Each employee is expected to think about how they can contribute to the team's goal and draft their individual OKRs.

Following up on OKRs

As the organization operates in an ever-changing environment, it is essential to constantly follow up on OKR progress and feedback. Teams can check the progress of their objectives regularly, communicate in a timely manner, and adjust their direction.

Reviewing and Scoring

When each 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 own OKRs according to 3 standards: how much progress was made, how challenging it was, and how much individual effort has been put in.

Objectives set in an OKR are usually ambitious and challenging. If an objective receives a score of 0.6-0.7, that represents a good performance. If the score is always high, it might mean the objective was set too conservatively and wasn't challenging enough.

Try it now! Fill in your first OKR.

If you want to know more about OKR usage, please click Workplace | How to use OKR?