「服務他人是你住地球應該付出的租金。」– 穆罕默德‧阿里 (拳擊手)
"Service to others is the rent you pay for your room here on earth." -- Muhammad Ali, Boxer




Nowadays, more and more global organizations are using OKRs and OKR managing software, such as Workboard and Perdoo. OKR is an acronym for Objective & Key Result. Objectives and Key Results (OKR) is a popular technique in the organization to set quarter goals and track results. The concept was first implemented successfully at the Intel Corporation and widely becames a management technique for some of the biggest technology companies including Google, Microsoft and Twitter.



The core concept of OKR focuses on how to accomplish a mission through execution, making sure that everything is on track. Moreover, OKR is not just for international enterprises, it also works for any group and team, as well as individuals.


The O in OKRs is the objectives that you want to accomplish, while the key results(KRs) are how you are going to accomplish them. "The objective is the direction. The key results have to be measured, but in the end, you can look at them and say, 'Did I do that, or did I not do that?' Yes. No. Simple." said Andy Grove, the co-founder of Intel.

OKR的「O」是你想完成的目標,關鍵成果「KRs」則是手段。「目標就是方向,關鍵成果必須要能量化,最終重新審視任務能時能說:『我做到了嗎?還是沒做到?』是、不是,就這麼簡單。」英特爾共同創辦人Andy Grove說道。

制定你的個人OKR 之前…

Set up a clear direction as objective  制定清楚明瞭的目標

The objective must be ambitious and definite. For example, "marketing" isn't a helpful objective, neither is "customer experience". They don't state much about what you're trying to achieve. They're nice subjects, but not really a specific goal, such as "Improve our content and its promotion".


Connect all the objectives into measurable results.  將目標化為能計算的格式

When you're writing the key result, you should set it in a measurable form, such as "Increase traffic to the fan page posts by 10%", instead of saying "Publish 3 posts everyday". How you get a 10% increase is flexible. You could either choose to optimize the posts so that they're easier to search for, post about a new topic, or a combination of two. When you evaluate the KRs afterwards, it is much clearer to look at the numbers than to judge by feeling.

設立關鍵成果時,應設定為能準確量化的格式,像是「增加10% 粉專貼文流量」,而不是「每日發佈3則貼文」。而能達到這個目標的實際作法就非常彈性,可以選擇優化貼文的搜索排名、發佈新主題、或結合兩者等。這樣事後評估關鍵成果時,評估客觀數字會比憑主觀感覺更精準。

OKRs aren't your daily to-do list.  OKR不是每日待做清單

Another common mistake of OKR is to write down all the daily exhaustive tasks, such as correcting typos or photoshoping pictures, thus making the OKRs seem confusing, unnecessary busywork. It's not what the team or customers really need. To solve this problem, set no more than 5 objectives with a maximum of 4 key results for each objective. Keep the number low to help you pay more attention on the most important tasks.


矽谷創投者John Doerr_Why the secret to success is setting the right goals

#參考資料:Ted Talk、Silicon Valley Business Journal、Entrepreneur Asia Pacific、re:Work、Wikipedia

文/ 英語島編輯室

本文收錄於英語島English Island 2019年6月號