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OKR工作法:谷歌、领英等顶级公司的高绩效秘籍

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学习并实践OKR,从这本书开始。相信这本书能帮助那些仍在混乱状态中苦苦挣扎的团队走出泥潭。
无码科技CEO 冯大辉

如果说极客邦科技在过去几年取得了一些成绩,庆幸地成为国内互联网技术社区的翘楚,我想这需要归功于“专注”的力量。从很早的时候我们就为团队设定了愿景和使命,并基于它们设定年度、季度目标,现在发现这和OKR很像。近期在向晖和他的团队的帮助下,我们开始引入OKR,以期让工作更聚焦。这本书以一个创业故事切入,深入浅出地介绍如何设定目标(O),如何设定关键结果(KR),以及如何通过每周复盘确保OKR实现,很有实操性,如果你的团队计划引入这一风靡硅谷的管理方法,本书是个不错的指南。
极客邦科技创始人兼 CEO 霍泰稳

我见证过大到6万名员工的企业、小到3人的初创团队成功实施OKR工作法。不论团队大小,如果你已经拥有一批优秀的同事,本书介绍的OKR工作法一定能帮助你激发团队的潜能。
eBay(易贝)前副总裁 马蒂·卡根

大多数创业公司都在无意义的忙碌中死去,在这本情节难忘的书中,克里斯蒂娜让我们观察这个条件不错的创业团队——但前途依然未知与艰难,好在充满目标感,这使他们可能开拓一番伟大的事业。
Jams Cham,Bloomberg Beta创始人

这本书很有用,实践性强,读起来也轻松有趣!如果你想让团队上下一致,围绕着真正的、可衡量的目标做事,《OKR工作法》可以让你快速明了地做到。
Laura Klein, Users Know合伙人

《OKR工作法》是一本如何实施OKR的杰出指南,让你能够轻松地实施OKR,之后就等待收获杰出的工作成果吧。
David Shen,Launch资本
Content Description

如何激励不同的团队一起工作,全力以赴去实现一个有挑战性的目标?

硅谷的两个年轻人汉娜和杰克,像很多人一样,在萌生了一个创意后,就走上创业之路。但是,很快他们发现好的想法远远不够,必须还有一套适合的管理方法确保梦想能实现。为了让创业团队生存下来,汉娜和杰克遭受了内心的苦苦挣扎和煎熬。他们患上“新奇事物综合症”,什么都想做,导致无法聚焦,同时需要不停地处理沟通问题。
本书从这个险象环生的创业故事讲起,围绕一家创业公司的试错、困惑、决断和成长的全过程说明了OKR(Objectives and Key Results,目标与关键成果)方法的基本原理和实施原则。
OKR起源于与英特尔,后来谷歌、领英、Zynga(社交游戏巨头)、General Assembly(硅谷知名创业教育公司)使用它实现了持续高速的增长。
O表示目标(Objective),KR表示关键结果(Key Results),目标就是指你想做什么事情(比如上线一款游戏),关键结果就是指如何确认你做到了那件事(比如一天2.5万个下载量,5万美元收入)。
本书的第二部分,本书的作者、领英资深产品经理克里斯蒂娜·沃特克总结了她在领英、Zynga以及许多硅谷大红大紫的公司中学到的管理经验,详细阐述了OKR的基本框架,目标制定方法,从组织层面的落地方法,以及产品团队完成目标的时间规划,执行OKR的过程中的常见错误等。
Author Description

克里斯蒂娜·沃特克(Christina Wodtke)
领英(LinkedIn)资深产品经理。之前曾经任雅虎设计总监,领导了雅虎搜索、商店等产品的设计。她是信息架构和产品设计的专家,也是全球性信息架构组织The Information Architecture Institute的创办人和总裁,知名信息架构网站Boxes and Arrows的创办者。

译者简介:
明道团队成立于2013年,是中国较早实施OKR的企业,团队专注于企业协作平台的设计和开发,同时关注先进的协作理念和工具。
Catalogue

译者序 聚焦——用 OKR实现重要的团队目标
序 言 用关键结果衡量工作绩效
前 言
Di一章? 确定目标,确保团队聚焦到重要目标上
让喜欢喝茶的人喝到好茶
要么非常乐观,要么执着到狂热
在战略目标不变的情况下调整策略
一旦团队出了问题,有再多钱也没用
确保团队聚焦到重要的目标上

第二章? 讨论关键结果,复盘OKR实施过程中的问题
和团队成员讨论关键结果
砍掉与KR无关的业务
重视产品质量
在破产之前找一些削减开支的方法
去除团队里的“害群之马”
直面坏消息
让所有人承担自己的责任
究竟哪件事情更重要
任何一家公司都不是可有可无的
关注截止时间
尴尬的关键结果
一次说太多, 就和什么都没说一样
团队成员共同讨论制定OKR
第三章? 评估OKR实施成果
改进OKR后的可喜变化
季度末成果盘点
半年末成果盘点
一年后成果盘点
第四章? 影响目标达成的关键因素
无法达成目标的5个关键因素
产品团队制定OKR的方法
控制好“承担责任—庆祝成果” 的节奏
第五章? OKR使用的六大场景
场景 1:如何开季度OKR会议
场景 2:服务部门的OKR要和公司目标关联
场景 3:OKR会议的 7 个步骤
场景 4:为可行产品使用OKR
场景 5:使用OKR改进周报
场景 6:避开OKR常见的坑
第六章?其他建议
OKR和年度评估
使用 OKR的其他建议
致 谢
关于作者
Introduction

推荐序
用KR衡量工作绩效

我非常有幸从惠普开始我的工程师职业生涯,那时正值惠普的鼎盛时期,其持续的创新和执行力被业界当作典范。惠普内部有个叫作“惠普之道”(The HP Way)的工程管理培训计划, 外界把这个管理系统称为目标管理法(managementby objectives,简称 MBO)。
目标管理法的原理很简单,它基于两个基本原则:一个原则可以用乔治·巴顿的名言概括,“不要告诉下属具体怎么做,只要告诉他们你要什么,他们就会给你满意的结果”;另外一个原则可以用那个时代一句惠普内部的宣传语概括,“用关键结果衡量工作绩效”,即如果基础的商业问题没有解决,不论实现多少产品功能,团队整体的绩效一定会大打折扣。
一个原则是在说如何调动团队的积极性,另外一个原则是在讲怎样评估工作绩效。
从惠普工作到现在,很多事物都在快速发展,技术每天都在升级,管理的规模和视野也大幅提升,团队整体的效率、产出质量和以前无法相提并论。但这两个管理原则却没有发生变化,且一直奏效,它们是成功团队管理运营的根基。
多年来,MBO已经被一些公司发展并改进,特别是英特尔公司把它发展成为OKR。
遗憾的是, 大多数团队在运营管理中没有使用这两个原则。 多数管理者都会按季度规划一些项目或者产品功能,然后一股脑儿塞给产品运营团队,告诉他们不用质疑,按照计划执行准没错。 团队成员没有准确理解这些规划背后的用意,就按照“命令”落实计划,完成编码、测试和其他运营工作,虽然有时候会产生质疑,但并没有办法反馈。这样的情况数
不胜数,团队做的事情并没有解决核心的商业问题,考核成员就是看完成了多少上司布置的任务。
本书能帮助你像优秀的团队管理者那样管理你的团队,我见证过大到 6 万名员工的企业、小到 3人的初创团队成功实施OKR工作法。不论团队大小,如果你已经拥有一批优秀的同事,本书介绍的OKR工作法一定能帮助你激发团队的潜能。

eBay前副总裁、硅谷产品集团创始人 马蒂·卡根

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