「釋義」

OKR是企業(yè)進(jìn)行目標(biāo)管理的一個(gè)簡(jiǎn)單有效的系統(tǒng)，能夠?qū)⒛繕?biāo)管理自上而下貫穿到基層。這套系統(tǒng)由英特爾公司制定，在谷歌成立不到一年的時(shí)間，被投資者約翰·都爾(John-Doerr)引入谷歌，并一直沿用至今。

OKR是一套定義和跟蹤目標(biāo)及其完成情況的管理工具和方法: 1999年英特爾公司發(fā)明了這種方法,后來(lái)被 John Doerr推廣到甲骨文,谷歌,領(lǐng)英等高科技公司并逐步流傳開(kāi)來(lái)，現(xiàn)在廣泛應(yīng)用于IT、風(fēng)險(xiǎn)投資、游戲、創(chuàng)意等以項(xiàng)目為主要經(jīng)營(yíng)單位的大小企業(yè)。

「應(yīng)用場(chǎng)景」

目標(biāo)和關(guān)鍵成果，即OKR，已經(jīng)成為希望規(guī)劃和衡量工作成功的團(tuán)隊(duì)最受歡迎的框架之一。有了這個(gè)系統(tǒng)，組織的各級(jí)領(lǐng)導(dǎo)首先要確定高層次的、定性的、鼓舞人心的目標(biāo)，稱(chēng)為 "目標(biāo)"。然后，他們定義誰(shuí)將是他們團(tuán)隊(duì)工作的用戶(hù)或消費(fèi)者，并確定他們期望在這些消費(fèi)者身上看到哪些行為變化，可以用來(lái)量化團(tuán)隊(duì)是否實(shí)現(xiàn)了他們的高層次目標(biāo)。這些可量化的結(jié)果被稱(chēng)為 "關(guān)鍵成果"，用來(lái)衡量團(tuán)隊(duì)在實(shí)現(xiàn)目標(biāo)方面的成功程度。

Objectives and key results, or OKRs, have become one of the most popular frameworks for teams looking to plan and measure the success of their work. With this system, leaders at each level of the organization start by defining high-level, qualitative, inspirational goals, called “objectives.” They then define who will be the user or the consumer of their team’s work, and determine what behavioral changes they would expect to see in those consumers that could be used to quantify whether the team is achieving their high-level goals. These quantifiable outcomes are called “key results,” and are used to measure how successful teams are with respect to their objectives.? ? ? ? ? ??

以上文字選自??OKRs to Set Goals for Teams, Not Individuals

杰夫·戈特爾夫（Jeff Gothelf）?| 文

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