About KPI,KGI,OKR(2)

About KPI,KGI,OKR(2)

OKR stands for Objective and Key Result, and it is a framework used in Silicon Valley and other advanced companies in Europe and the United States. OKR stands for Objective and Key Result, and is a framework used in Silicon Valley and other advanced companies in Europe and the U.S. For reference, see “OKR for People and Teams Who Really Want to Achieve Their Goals.

Unlike KPI, Objectives are expressed qualitatively and Key Result Indicators are set quantitatively. Unlike KPIs, objectives are expressed qualitatively, while key result indicators are set quantitatively. “Where are we going? and where are we going?” and “How are we going to achieve the objective? “How do we know we’re getting closer to our goals? How do we know we are getting closer?

Since the key result indicators are milestones against the objectives, we can review our pace by knowing how much we have achieved.

The three conditions that “Objectives” must meet are

1. challenging (at a level that would be amazing to achieve),
2. attractive (capable of motivating members), 
3. consistent (vectors within the organization must point in the same direction and be consistent).

are raised. Looking at these, we can see that the goal of OKR is focused on how the organization can demonstrate its strength, whereas in the case of KPI, there are issues and the ultimate goal is to solve them.

The actual solution to the problem is the “Key Result Indicator,” and there are four points to them.

1. They are “concrete” guidelines for achieving objectives.
2. They must be measurable so that success or failure can be judged.
3. They are not easy, but they are achievable (about a 50% chance of success), 
4. It means you are focusing on what really matters.

The actual resolution of issues is the “Key Result” and there are four points to them. The difference from KPIs would be in (2) and (3), and in Comfort, the focus is on what really matters. The difference between KPIs and KPIs is in (2) and (3).

As for the evaluation of the target values, in contrast to the general KPI, which considers evaluation over a long span of time, the evaluation and review of settings are conducted every three months, and in terms of daily management, weekly 1-on-1 meetings are held.

OKR is an objective indicator that has aspects of organizational reform, and it is a framework that can respond to change more flexibly.