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OKR的打分，到底是谁给谁打分( 二 )




■网友
我们公司，一般在例会上，由员工自己打分，上级再当众确定。目标白纸黑字记在那里，完成率去到多少，也比较清晰。
■网友
关于这个可以到Quora上去关注OKRs的相关主题文章。简单的就是如下的说法：Short answer: The same way.2-sentence answer: A company with OKRs evaluates employees just like a company without OKRs. A company with OKRs evaluates employees just like a company without OKRs.实际上OKRs和考核是两码事，没搞OKR之前公司怎么考核现在就怎么考核。Short answer: The same way.2-sentence answer: A company with OKRs evaluates employees just like a company without OKRs. A company with OKRs evaluates employees just like a company without OKRs.Longer answer: One would hope that workers that execute well get better performance reviews. I\u0026#39;m going to assume that "performance review" is related to "promotions" and "incentive pay."Incentive PayWhen I see MBOs, I usually see them tied directly to performance reviews as well as incentive compensation. When I see OKRs, I rearely see them tied directly to compensation. I recently consulted Peter Drucker’s son, Vincent, on the topic of how OKRs relate to incentive pay. Vincent and I agreed that while the OKRs approach to Enterprise Goal Management is not designed to be a performance review mechanism or incentive pay system, your achievement as measured by the progress made on key results will often be positively correlated with a bonus. To complicate this further, consider that the extent to which performance on OKRs will relate to incentive compensation varies across department and company. 2 Examples showing how key results relate (or not) to bonuses... 1 - Key result 100% tied to bonusSales rep\u0026#39;s key result "achieve $500k in new sales this quarter” will likely be 100% correlated to bonus.2 - Key result NOT tied to bonusHR manager might have “Document 80 Phone Screens for VP candidates by end of month”. HR manager should probably not get a bonus simply because they phone screen a certain number of candidates.PromotionsWhile OKRs focus on external deliverables, each company has a unqiue approach for how and when to promote employees. Promotions may be driven by individual development such as "improved presentations to leadership" which are not defined as a key result. In some of the larger, more bureaucratic organizations promotions are based on a "schedule" such as:"5 years tenure equates to an Engineer II""Completing an MBA program required for Associate Consultant"Hope this helps differentiate between employee reviews and OKRs.我觉得这段说的挺好的，英文不是太渣应该很容易看得懂的回答者Ben Lamorte,是OKRs.com 的Founder 我想应该是回答的蛮靠谱的，相关的OKRs的话题明显比上多好多，可以去关注下，不要以为外国人都是专家，其实在上边插科打诨瞎胡说也是蛮多的 哈哈


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