After 2015, companies such as Baidu, Huawei, and ByteDance have gradually used and promoted OKR.
Why OKRs work
The OKR methodology provides a clear and simple framework for setting goals. Once OKRs are prepared, the goals are quantified through key results. Ultimately, companies and their employees can measure their own success. There is no single way to use OKRs, and each company or team can tweak and adjust it, creating different versions.
Agile Goals
Instead of using annual static plans, OKRs adopt an agile approach. By using shorter goal cycles, companies can adapt and respond to change , increase innovation, and reduce risk and waste.
Simple
Using OKRs is simple, and OKRs themselves are easy to ivory coast mobile database understand. Intel’s original model set goals monthly, which required a lightweight process. Companies that adopted OKRs reduced the time it takes to set goals from months to days. As a result, they invested resources in achieving goals rather than setting them.
transparency
The main purpose of OKR is to create alignment in the organization. Transparency is one of the most beneficial features of OKR, it provides dialogue and clarifies the goals of the organization. Each level of the goals identified has a place in the real-time dashboard and is therefore available to employees at all levels. For transparency, OKRs should be visible to everyone so that people understand what others are working on. Transparency and simplicity allow teams to understand the goals and priorities of the organization and how everyone contributes.
Autonomy
Teams get clear direction and are free to choose how to achieve their OKRs. They are accountable for their goals and have clear success criteria that the entire company knows, creating shared obligation.