通过实施清晰，可衡量的目标和关键结果（OKR）的设置，和对目标进度的管理和跟进，我们可以加快公司的业绩目标达成，并更容易激发团队的潜力，从而达到团队和管理层的双赢局面。

To many top-performing companies, OKR is like a miracle tool in goal management: some companies use OKR to achieve 10 times growth; some companies use OKR to transform from traditional business to digital business; some companies use OKR to enhance employees’ intrinsic motivation.

没有人喜欢被别人指责。当下属接受一对一辅导时，他们期望获得资源帮助，并在上司的辅导下去完成一些令人惊艳的结果，从而感受到自身的成长。成长等于快乐。这就是为什么 OKR 可以用作沟通策略，并持续增强上司和下属之间的理解和信任的原因。

OKR（目标和关键结果）是一种已经被经过验证的目标达成方法，它适合个人和公司去达成有野心的目标。当我们在工作中找到目标和关键结果，我们就找到了时间的意义，我们的工作就有了方向，做抉择时，也不会再纠结和内耗了。

通过实施清晰，可衡量的目标和关键结果（OKR）的设置，和对目标进度的管理和跟进，我们可以加快公司的业绩目标达成，并更容易激发团队的潜力，从而达到团队和管理层的双赢局面。

OKRs requires you to invest in your talents growth, purpose&value, and engagement. Having the correct method to implement OKRs in your company will indeed go a long way in helping you build a sustainable and robust talent team.

We saw the light in their eyes. The team members shared with us that during the 1st cycle of OKRs, they got a big success in the overseas market, so they copied the same strategy into China market. It created another big win.

Having a results-driven meeting structure ensures that all your employees are actively involved in the journey to achieve your team’s goal.