1 is a lot of performance management in China, and it is often just a step of "assessment". It is not a complete performance management system, which is the major premise.

2. The idea of 2.OKR is to set the goal first, then define the result of the goal, then quantify the result, and finally evaluate the completion. Essentially, it is not much different from other performance management ideas. Any kind of performance management is to have a goal first, decompose the goal, quantify KPI, and then evaluate.

3. However, the premise of OKR implementation is that employees have subjective initiative, creativity, high professional ethics and outstanding professional and technical ability. The goals under OKR system are put forward by individuals and then determined by organizations, which is different from the top-down way of conventional KPI. Therefore, in the process of OKR, the requirements for employees and enterprises are relatively high.

Extended data:

Three types of OKR

KPI type. The two krs of the target 1 are statistical quantization units, both of which are set with the previous benchmark starting value.

2. Task-based OKR. The four krs of goal 3 are all tasks, and the boundary and completion standard of task content are vague, so it is an inadequate task-based OKR.

3. "Task +KPI" mixed OKR. The KR of goal 2 "publishes a monthly magazine and three quarterly magazines", which is a typical task KR; If the monthly hit rate is not less than 3%, it is a typical KPI KR, but there is no ring/year-on-year setting; The "expected sales in the funnel and the value of expected sales/target performance" of goal 4 are all KPI-type KR, and the product demonstration times reach more than 7 times is task-based KR.

References:

Performance appraisal _ Baidu Encyclopedia? OKR- Baidu encyclopedia