If you want to choose some departments to give priority to OKR, how should you choose pilot departments?

The salary performance director of a state-owned enterprise asked a question ：

Our group is ready to quote OKR Working method , But the group has 7000 Many people , There is no way to spread it all at once , And it is also the first time to use , Want to find some departments to do pilot work first , Summarize some successful experiences and then copy them to other departments . When choosing the pilot Department , Which departments are more suitable , How many pilot employees should be controlled ？

Problem analysis ：

Whether to give priority to some departments OKR Launch a pilot project , Or directly promote the whole company , The key is the company's commitment to this OKR The resource investment of the project . Most companies are implementing , The input of resources is relatively scarce , Therefore, large-scale enterprises will choose some departments to pilot , And then copy .

up one's sleeve ：

The number of employees in the pilot department should be no less than 500 people , Or accounting for the total number 10% - 20% The left and right are the most suitable .OKR The implementation and strategic objectives of the organization 、 Management thinking 、 There is a strong connection between organizational culture and so on , If the number of pilots is too small, it may not represent the management status of the whole company .
Give priority to R & D department 、HR department 、 Sales Department 、 The operation Department and other departments carry out pilot ,OKR It's a goal management tool , It's a communication tool , It is very suitable for knowledge focus 、 Innovative positions to use .OKR Born in the R & D system , Used to manage mental work ;HR Department is OKR Main force of implementation , It is also a group that loves learning most in the organization ; The sense of purpose of the sales department 、 Strong communication skills , And OKR Natural coincidence ; The operation department needs to always pay attention to the changes in the market , React quickly , And OKR The concept is highly consistent .
HR The Department can act as OKR Department in charge of implementation ,HRBP As a team OKR Ambassador .
Choose a system as OKR Landing tool .OKR Emphasize openness and transparency , In order to break the information barrier between departments , Improve internal collaboration efficiency , Tools are the inevitable choice to achieve their results , You can download Tita OKR Get to know more about . Download link ：www.tita.com
Pay attention to OKR The shape of , Seek again OKR Quality of . First use OKR, It's more a learning process , It is both necessary and desirable , It needs to be built in the implementation at the first time OKR The management process of , Instead of rushing to implement OKR Then bring value feedback .